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Article
Publication date: 26 March 2024

Yixuan Zhao, Guangyuan He, Danxia Wei and Shuming Zhao

The purpose of this study is to explore the mechanism of digitalized transformation in organizations’ human resource management (HRM). This study summarizes three basic factors…

Abstract

Purpose

The purpose of this study is to explore the mechanism of digitalized transformation in organizations’ human resource management (HRM). This study summarizes three basic factors driving the digital transformation process in China: level of perception, level of application and speed of transformation.

Design/methodology/approach

This study analyzes the strategic transformation process of HRM in Haier, Hisense and Chambroad to explore the human resource digital transformation mechanism in Chinese enterprises.

Findings

The results of this study show that three HR value chain models can be constructed based on how well HRM deals with business: the efficiency-oriented HRM value chain, quasi-business-oriented HRM value chain and business-oriented HRM value chain. The basic factors – level of perception, level of application and speed of transformation – are observed in the entire HRM digital transformation process.

Originality/value

This study provides theoretical and empirical insights for enterprises to explore the value of digital technology in HRM and facilitate the digital transformation of HRM.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 12 December 2023

Sukhpreet Kaur

Applying resource-based view and the configurational approach theory, this study seeks to understand the moderating role of age and gender between human resource practices and…

Abstract

Purpose

Applying resource-based view and the configurational approach theory, this study seeks to understand the moderating role of age and gender between human resource practices and employee competencies relationship.

Design/methodology/approach

43 food processing firms of India participated in the study. Applying multilevel approach, the responses of 295 human resource managers and 3,557 employees were used for the analysis.

Findings

The human resource practices–employee competencies relationship was stronger in the case of young employees. Furthermore, the relationship was better in case of male employees over female employees. The results urge for greater attention toward age and gender diversity issues while tailoring human resource practices for enhancing employee skills. This article contributes the human resource management literature by exploring the role of age and gender, which has been used as the control variables as the moderating variables for governing the human resource practices–employee competencies relationship.

Practical implications

Special focus can be placed on extensive custom in-house training and development activities. Proper division of work can be done for new employees and experienced employees depending upon their learning capabilities. The firms can do so by either implementing formal or informal organizational structures to achieve full gains. Firms should focus largely on narrowing the development practices adopted for diverse age groups of workforce population. The four practices proposed by the Organization for Economic Cooperation and Development (2006) for ensuring effectiveness of development practices and its impact on old age employee effectiveness and attitude should be put in practice.

Originality/value

The originality of this study lies in its exploration of the intricate interplay among age, gender and human resource practices in shaping employee competencies. By understanding how these factors interact within the human resource practices–employee competencies framework, this research offers a unique perspective on the evolving workforce dynamics. It goes beyond the conventional human resource management strategies to uncover nuanced insights, shedding light on tailored approaches that consider the specific needs and aspirations of diverse employees. This innovative perspective contributes to a more inclusive, efficient and adaptable work environment, enriching both the academic understanding of human resources and the practical implementation of strategies for contemporary organizations.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 13 July 2023

Hamid Nayebpour and Saied Sehhat

The main goal of any organization is to achieve the best quality of work through employees, and managers play a very important role in this field. Managers and leaders of…

Abstract

Purpose

The main goal of any organization is to achieve the best quality of work through employees, and managers play a very important role in this field. Managers and leaders of organizations often face with paradoxes that make decision-making difficult. The purpose of this paper is to develop a competency model for human resource managers considering the importance of the role of paradoxes for organizations.

Design/methodology/approach

The research methodology is of a mixed type and with an approach based on paradox theory and using theme analysis and fuzzy Delphi, it seeks to provide a model of paradoxical managers’ competence. The statistical sample included 11 experts working in the information and communication technology industry, who were selected using the snowball and judgmental sampling method.

Findings

The results of this research show that the competency model of human resource managers has three managerial, organizational and individual levels and has 15 themes including strategic partner, organizational knowledge, awareness of the industry environment, awareness of the external environment, paradoxical thinking, managerial knowledge, relationship management, resource management , leadership, human resources analyzer, information technology (IT) knowledge, personality traits, development, multitasking and cognitive competence. The most important theme identified is paradoxical thinking and familiarity with IT knowledge, and it is suggested that human resource managers working in this field should preferably study technical and engineering fields at the undergraduate level and shift to human resource management fields at the graduate level.

Originality/value

The distinguishing feature of this paper is the presentation of a competency model based on paradox theory. Paradoxes are part of organizational life. Therefore, there should be a paradoxical view in all organizational analysis.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 11 July 2023

Ji Luo, Wuyang Zhuo and Bingfei Xu

The paper sets out to understand the key issues that the various functions and optimal allocation of NGOs (non-governmental organizations) in the circular economy that provide…

Abstract

Purpose

The paper sets out to understand the key issues that the various functions and optimal allocation of NGOs (non-governmental organizations) in the circular economy that provide public services depend not only on external quantities or densities but also on their internal size of human resources.

Design/methodology/approach

The paper uses different data samples and models to study the influence mechanism of optimal NGO size of human resources and its differentiated effects on governance quality of entrepreneurship.

Findings

The authors find that a reduction in transaction costs and an increase in the aggregation degree of public demand lead to increased human capital and lower financial capital intensity. In addition, the authors find that NGO size of human resources has a relationship that is approximately U-shaped (or inverse U-shaped) with the governance quality of entrepreneurship.

Practical implications

The paper discusses the implications for programs that encourage NGOs to optimally determine their internal size of human resources and further improve the governance quality of entrepreneurship in the circular economy.

Originality/value

The paper reveals the significant nonmonotonic relationship between local governance quality and NGO financial size, even after controlling for other NGO, city and provincial characteristics.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 12 March 2024

Gunjan Malhotra, Gunjan Dandotiya, Shipra Shaiwalini, Adnan Khan and Shreya Homechaudhuri

The paper tries to investigate the impact of applications of the resource-based view (RBV) theory in the management field to improve the firm’s profitability. Global firms are…

Abstract

Purpose

The paper tries to investigate the impact of applications of the resource-based view (RBV) theory in the management field to improve the firm’s profitability. Global firms are innovating and adopting new technology, paving the way to improve their performance.

Design/methodology/approach

We have adopted RBV in management practices such as marketing, strategy, finance, and human resources.

Findings

RBV has gained researchers' attention with the growing competitive world and new challenges to retaining customers and achieving their pre-defined targets. We attempt to identify the issues related to the usage of RBV in management.

Originality/value

Using RBV in management may help researchers create a competitive mindset and be prepared for uncertain challenges in the business world.

Details

Benchmarking: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-5771

Keywords

Open Access
Article
Publication date: 12 March 2024

Cristina Mele and Tiziana Russo-Spena

In this article, we reflect on how smart technology is transforming service research discourses about service innovation and value co-creation. We adopt the concept of technology…

Abstract

Purpose

In this article, we reflect on how smart technology is transforming service research discourses about service innovation and value co-creation. We adopt the concept of technology smartness’ to refer to the ability of technology to sense, adapt and learn from interactions. Accordingly, we seek to address how smart technologies (i.e. cognitive and distributed technology) can be powerful resources, capable of innovating in relation to actors’ agency, the structure of the service ecosystem and value co-creation practices.

Design/methodology/approach

This conceptual article integrates evidence from the existing theories with illustrative examples to advance research on service innovation and value co-creation.

Findings

Through the performative utterances of new tech words, such as onlife and materiality, this article identifies the emergence of innovative forms of agency and structure. Onlife agency entails automated, relational and performative forms, which provide for new decision-making capabilities and expanded opportunities to co-create value. Phygital materiality pertains to new structural features, comprised of new resources and contexts that have distinctive intelligence, autonomy and performativity. The dialectic between onlife agency and phygital materiality (structure) lies in the agencement of smart tech–enabled value co-creation practices based on the notion of becoming that involves not only resources but also actors and contexts.

Originality/value

This paper proposes a novel conceptual framework that advances a tech-based ecology for service ecosystems, in which value co-creation is enacted by the smartness of technology, which emerges through systemic and performative intra-actions between actors (onlife agency), resources and contexts (phygital materiality and structure).

Details

Journal of Service Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1757-5818

Keywords

Article
Publication date: 14 February 2023

Hande Karadag, Faruk Sahin and Cagri Bulut

In the current study based on the resource-based view (RBV), a three-way interaction model tests the relationships among human and social capital resources, innovation orientation…

Abstract

Purpose

In the current study based on the resource-based view (RBV), a three-way interaction model tests the relationships among human and social capital resources, innovation orientation (IO) and innovation capability in the context of new ventures.

Design/methodology/approach

Hierarchical linear regression modeling presents the linear relations at two decision layers of start-ups, their founders and managers. Data is collected and analyzed from 233 new ventures in Turkey.

Findings

Findings of the two and three-way interaction analyses indicate a positive relationship between human capital and innovation capability when social capital and IO are high; however, the relation turns off when low.

Research limitations/implications

The study extends the previous works on the proposed link between intellectual capital (IC) resources and innovation, by confirming the moderating role of social capital and IO on the positive association between human capital resources and innovation capability.

Practical implications

The results show that for start-up companies, the co-existence of strong social capital and the strategic orientation towards innovation is required for the effective utilization of human capital for generating innovation capability within the organization. Thus, this study highlights the importance of networks, alliances and social relationships, together with the unification of strategic thinking, organizational learning and a culture of innovation for attaining innovation goals, which are crucial for the survival and success of these units.

Originality/value

This study presents the first model in the literature which examines the moderating effects of IO and social capital on the human capital-innovation capability relationship.

Details

International Journal of Entrepreneurial Behavior & Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 22 February 2024

Javaid Ahmad Wani and Shabir Ahmad Ganaie

The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India.

Abstract

Purpose

The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India.

Design/methodology/approach

The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis.

Findings

The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance.

Research limitations/implications

The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries.

Practical implications

The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management.

Social implications

This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community.

Originality/value

The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Article
Publication date: 19 December 2023

Salima Hamouche, Norffadhillah Rofa and Annick Parent-Lamarche

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…

Abstract

Purpose

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.

Design/methodology/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.

Findings

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.

Practical implications

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.

Originality/value

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.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 18 September 2023

Francesco Caputo, Fabiana Sepe, Enrico Di Taranto and Fabio Fiano

The paper aims to enrich current debate about human–technology dichotomy in socio-economic settings by decoding and systematizing the main phases through which it has been…

Abstract

Purpose

The paper aims to enrich current debate about human–technology dichotomy in socio-economic settings by decoding and systematizing the main phases through which it has been approached in managerial and social studies.

Design/methodology/approach

A multi-interpretative framework is built thanks to the adoption of a qualitative approach inspired by the inductive logic, and for analyzing the historical evolution of the approach to human–technology dichotomy and for explaining them through an innovative conceptual model.

Findings

An innovative conceptual model is proposed for depicting connections and evolutions among the main four phases in the evolution of the approaches to human–technology dichotomy.

Research limitations/implications

Reflections and conceptual model herein can support researchers in rereading the multiple theoretical and practical contributions provided with reference to human and technology relations in socio-economic settings.

Practical implications

The paper can support managers and entrepreneurs in defining and evaluating managerial approaches for efficiently enhancing human–technology interaction.

Originality/value

The paper proposes an innovative conceptual model based on a multi-interpretative framework for decoding the historical evolution of the approaches to human–technology dichotomy in business settings. New variables are added to the current debate about the topic for building an original interpretive viewpoint.

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