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Artificial intelligence (AI) is a significant game changer in human resource development (HRD). The launch of ChatGPT has accelerated its progress and amplified its impact on organizations and employees. This study aims to review and examine literature on AI in HRD, using a bibliometric approach.

This study is a bibliometric review. Scopus was used to identify studies in the field. In total, 236 papers published in the past 10 years were examined using the VOSviewer program.

The obtained results showed that most cited documents and authors are mainly from computer sciences, emphasizing machine learning over human learning. While it was expected that HRD authors and studies would have a more substantial presence, the lesser prominence suggests several interesting avenues for explorations.

This study provides insights and recommendations for researchers, managers, HRD practitioners and policymakers. Prioritizing the development of both humans and machines becomes crucial, as an exclusive focus on machines may pose a risk to the sustainability of employees' skills and long-term career prospects.

There is a dearth of bibliometric studies examining AI in HRD. Hence, this study proposes a relatively unexplored approach to examine this topic. It provides a visual and structured overview of this topic. Also, it highlights areas of research concentration and areas that are overlooked. Shedding light on the presence of more research originating from computer sciences and focusing on machine learning over human learning represent an important contribution of this study, which may foster interdisciplinary collaboration with experts from diverse fields, broadening the scope of research on technologies and learning in workplaces.

This paper examines the growth trajectory, documents, journals, worldwide distribution authors, scientific production and thematic focus in the field of sustainable HRM.

A total of 765 publications (between 1982 and 2023) were chosen from the Scopus database that were diligently examined to reach insightful results. To aid the investigation, the Biblioshiny tool was used.

Through thematic mapping, the study finds that sustainable HRM is still an emerging and contemporary concept. Moreover, the themes of sustainable HRM are underdeveloped and need conceptual clarity. Additionally, these themes have evolved internally which have made a modest contribution to the advancement of the discipline. Furthermore, topic trending, word frequency and document citations indicate that a growing body of literature on sustainable HRM focuses extensively on environmental issues, demonstrating that HRM should be given greater attention to roles related to sustainability in the workplace.

Sustainable HRM should be a top priority for businesses, with an emphasis on environmental and sustainability concerns. To be in line with global sustainability standards, HR training needs to be updated. Companies should develop HR policies that put sustainability first and spend money on analytical tools. Academic and industrial cooperation can improve the field more quickly. Best practices can be standardized by participation in forums. It is crucial to take a holistic approach that balances environmental, social and economic factors.

This study distinguishes itself by adding highlights on bibliometric insights and thematic emphasis on sustainable HRM, adding to the progress of the field's knowledge and offering insightful pathways for future research.

Many conceptual, empirical and exploratory studies on perceived organizational performance have been conducted in various domains. But, no attempt has been made to provide a comprehensive scientific analysis of that area. Thus, by synthesizing knowledge structures, the aim of this study is to highlight the research field's trend.

A collection of 115 paper were included from Scopus and Web of science database covering the years 1994–2023. A bibliometric study was conducted on the perceived performance of the organization. The research used Biblioshiny, an online application part of the R-language Bibliometrix package (Aria and Cuccurullo, 2017). Significant journals, authors, countries, articles and topics were discovered using the automated workflow feature of the program. Both social network analysis and conceptual network analysis were done.

The outcomes display how the themes of perceived organizational performance have evolved as an interdisciplinary field. Initially, the field's analysis progressively expanded to include subjects like leadership and corporate social responsibility. The social structure of the domain is revealed by this research beside the conceptual structure. This study provides valuable new knowledge on areas that require more research.

This study offers significant insights regarding the perceived performance of organizations. It directs the reader toward the potential topics for research while highlighting the most discussed concerns in the field. By revealing the social and conceptual structure of the field, it gives upcoming academics knowledge about novel topics, contexts and collaborative opportunities.

In the past, several cross-national conceptual and empirical investigations in various areas have been carried out. This study's main contribution is the combining of the scattered literature on this topic and the identification of significant authors, sources and documents associated with perceived organizational performance.

Some firms excel at positively presenting their employer brand (talk), while others excel at effectively implementing human resource management (HRM) practices for the benefit of the employees (walk). Which approach is more effective? Focusing specifically on small and medium-sized hotels (SMHs), this study explores the relation of employer branding (EB) and HRM practices with organizational performance (OP).

Stratified sampling was used to identify 34 top management figures (owners, CEOs, and top HR managers) from SMHs across Greece. These individuals agreed to participate in in-depth, semi-structured, one-on-one interviews, focusing on their hotels’ HRM, EB, and organizational performance. The interviews were subjected to content analysis, further coupled with graphical exploration of the relations between the concepts under study.

The findings reveal a noteworthy pattern: high-performing SMHs tend to prioritize EB, particularly leveraging social media channels. This prioritization is further reinforced by the implementation of HRM practices, including extensive training and rewards. Clustering SMHs into four different levels based on their application of EB and HRM practices and the effect of these practices on OP, enables us to extend this study and gain valuable insights into the interplay of these factors.

This study highlights the need for practitioners to invest in HRM practices, especially in training and rewards, while giving due attention to EB, despite the potential resource limitations SMHs often face. Importantly, when basic levels of HRM are combined with high levels of EB, OP seems to be maximized.

Both HRM and EB deal with the employer – employee interaction, that’s why EB in most companies is the responsibility of the HRM department. Surprisingly, academic research has treated them as distinct fields, in isolation, ignoring their combined effects. This paper is the first to conceptualize EB as communication (“talk”) and HRM as practice (“walk”) and to thus propose that a complementarity relationship between these two dynamics may facilitate OP. Additionally, this study is the first to combine content analysis with a quantitative exploration to gain more holistic and valuable insights on the topic.

Sustainable human resource management (SuHRM), which aims to achieve positive environmental, social and economic outcomes at the same time, has gained prominence across industries. However, the challenges of implementing SuHRM across industries are largely under-studied. The purpose of this study is to identify the grey areas in the field of SuHRM by using an unsupervised learning algorithm on the abstracts of 607 papers published in prominent journals from 1995 to 2023. Most of the articles have been published post-2018.

The analysis of the data (abstracts of the selected articles) has been done using topic modelling via latent Dirichlet algorithm (LDA).

The output from topic modelling-LDA reveals nine primary focus areas of SuHRM research – the link between SuHRM and employee well-being; job satisfaction; challenges of implementing SuHRM; exploring new horizons in SuHRM; reaping the benefits of using SuHRM as a strategic tool; green HRM practices; link between SuHRM and organisational performance; link between corporate social responsible and HRM.

The insights gained from this study along with the discussions on each topic will be extremely beneficial for researchers, academicians, journal editors and practitioners to channelise their research focus. No other study has used a smart algorithm to identify the research clusters of SuHRM.

By utilizing topic modeling techniques, the study offers a novel approach to analyzing and understanding trends and patterns in HRM research related to sustainability. The significance of the paper would be in its potential to shed light on emerging areas of interest and provide valuable implications for future research and practice in Sustainable HRM.

Recent emerging information technologies like digital twin (DT) provide new concepts and transform information management processes in the architecture, engineering and construction (AEC) industry. Although numerous articles are pertinent to DT applications, existing research areas and potential future directions related to the state-of-the-art DT in project operation and maintenance (O&M) are yet to be studied. Therefore, this paper aims to review the state-of-the-art research on DT applications in project O&M.

The current review adopted four methodological steps, including literature search, literature selection, science mapping analysis and qualitative discussion to gain a deeper understanding of DT in project O&M. The impact and contribution of keywords and documents were examined from a total of 444 journal articles retrieved from the Scopus database.

Five mainstream research topics were identified, including (1) DT-based artificial intelligence technology for project O&M, (2) DT-enabled smart city and sustainability, (3) DT applications for project asset management, (4) Blockchain-integrated DT for project O&M and (5) DT for advanced project management. Subsequently, research gaps and future research directions were proposed.

This study intends to raise awareness of future research by summarizing the current DT development phases and their impact on DT implementation in project O&M among researchers and practitioners.

Gamification has been constantly demonstrated as an effective mechanism for employee engagement. However, little is known about how gamification reduces cyberloafing and the mechanism by which it affects cyberloafing in the workplace. This study draws inspiration from self-determination and social bonding theories to explain how game dynamics, namely, personalised challenges, social interactivity and progression status, enhance tacit knowledge sharing behaviour, which, in turn, reduces cyberloafing. In addition, the study also examines the negative moderating effect of fear of failure on the positive relationship between game dynamics and tacit knowledge sharing.

Using a sample of 250 employees from information technology organisations, the study employed a 3-wave study to examine the conditional indirect effects.

The results ascertain that tacit knowledge sharing plays a central role in the relationship between gamification and cyberloafing. Further, game dynamics positively influenced tacit knowledge sharing, which in turn reduced cyberloafing. Especially, social interactivity and progression status greatly reduced cyberloafing behaviour when the fear of failure was low.

This study is one of the initial studies that suggest gamification as a progressive tool to reduce workplace cyberloafing behaviours. It utilises a problematisation approach to analyse and criticise the in-house assumptions regarding cyberloafing prevention measures. Further, the study proposes a conceptual model explaining the link between gamification and cyberloafing through alternate assumptions.

Drawing on conservation of resources (COR) theory, this paper aims to explore the effect of perceived organizational injustice (POI) on organizational performance (OPE) indirectly through knowledge hiding (KH). Moreover, this paper examines the boundary effects of perceived organizational politics (POP) and moral disengagement (MDS).

We employed a time-lag approach to collect data from 244 employees in Pakistani private hospitals. SmartPLS v. 4.4 was run to check the outer model. For testing the moderated-mediation model as an inner model, PROCESS v.4 was applied.

POI negatively and indirectly influenced OPE through KH, whereas high levels of POP and MDS may result in a stronger POI–KH linkage.

This paper adds to the literature related to COR that has been utilized to explain employee behaviors in the hospital context, where the antecedents of OPE were primarily the subject of empirical investigation.

The primary objective of this study is to examine the effects of integrating human-centric technology on the overall effectiveness of sustainable building practises. This study intends to address the knowledge gap regarding the influence of human-centered factors on the adoption of technology in the construction industry. Additionally, it wants to establish a strong correlation between the integration of technology and the promotion of sustainability.

This research utilizes Partial Least Square Equation Modeling (SEM) as a comprehensive approach to analyze the intricate interrelationships within the building sector. This study examines a range of aspects, including “Change Management,” “Evaluation and Optimization,” “Integration and Coordination,” “Long-Term Planning,” “Safety and Compliance,” and “Training and User Engagement,” in order to evaluate their impact on the adoption of technology and the achievement of sustainable building outcomes.

The study reveals a robust and affirmative correlation between the use of human-centric technology and the attainment of success in the realm of sustainable building. The text elucidates the primary factors that influence the adoption of technology and underscores the need of adopting a comprehensive strategy that encompasses change management, adherence to safety standards, and optimization of resources.

This study contributes novelty by placing emphasis on the human-centric dimensions of technology adoption within the context of sustainable building. The results of this research provide a valuable contribution to the ongoing development of sustainable building practises and the adoption of new technologies in this sector.

This paper aims to study the efficacy of the business model (BM) diagram in the companies’ integrated reports. Diagrams and graphics are an effective way of communicating the complex processes of a business. However, these diagrams should have complete and appropriate content in a gist for easy understanding.

A study of BM diagrams published in the integrated reports of 65 Indian listed companies was carried out. The contents of these diagrams were compared to the requirement of BM as per the international <IR> framework.

While companies presented the BM diagram, there seemed to be a lack of clarity in the definitions of input, output and outcome capitals. Measurable metrics that give a clear understanding regarding the use and generation of resources were missing. The diagram was presented with some information because it had to be, but the purpose of the BM, which is the core of <IR>, was not conveyed. Also, the diagram did not display value creation or erosion effectively.

To the best of the author’s knowledge, this is one of the first studies on the BM diagram in the <IR> space. It emphasises that the diagram can capture the value-creation aspect of the <IR>. Thus, the BM diagram can be used as an effective and concise communication tool for the users of this report.