Top Research Papers on HRM

Across different disciplinary boundaries, research into algorithmic surveillance (Newlands, 2020), people analytics (Gal et al., 2020; Marler & Boudreau, 2017; Tursunbayeva et al., 2018), human res...

Over the past decade Green Human Resource Management (GHRM) has emerged as a growing field of conceptual and empirical work both within, and separate from, the broader topic of Sustainable HRM. As such, we believe it is an opportune time to provide an overview of the Green HRM literature up to 2020, together with a critical consideration of Green HRM into the future. Representing the first meta‐review in the Green HRM field, we surmise key aspects of Green HRM research emerging over the previous decade. We conclude by presenting an exploration of how Green HRM may evolve in the future, and pos...

The purpose of the article is to present the development of human potential in an organization against the background of other detailed sustainable HRM principles, to be followed by confronting the theory and the research results on theDevelopment of future competencies referring to industrial engineers in Poland as the professional group responsible for implementing the idea of cleaner production and Industry 4.0.

PART 1: DEFINITIONS PART 2: CONTEXT PART 3: MANAGING HUMAN RESOURCES PART 4: FUTURE DEVELOPMENTS

PART 1: THEORETICAL PERSPECTIVES 1. The Concept of Strategy 2. The Emergence of Strategic Human Resource Management PART 2: THE FOUNDATIONS FOR STRATEGIC HUMAN RESOURCE MANAGEMENT 3. Strategic Management 4. Strategic Structures 5. Culture, Strategy and Change 6. Human Resource Planning and Human Resource Strategy PART 3: STRATEGIC HUMAN RESOURCE INTEGRATION 7. Strategic Selection 8. Strategic Training and Development 9. The Strategic Management of Motivation and Rewards 10. Strategic Employee Relations PART 4: ASPECTS OF STRATEGIC HUMAN RESOURCE MANAGEMENT IN ACTION 1. Restructuring at British...

Purpose The study aimed to provide insights on antecedent and outcome of green HRM at the organisational level and the outcome of green HRM at the individual level. It also sought to examine the mechanism through which green HRM would lead to employees’ positive outcome. Design/methodology/approach A quantitative study design using a two-study approach was employed to collect and analyse the data. For study 1, 206 hotels from Malaysia were included in analysis at the organisational level, while in study 2 at the individual level, 508 employees from different sectors provided insights through a...

Green human resource management means taking action and shaping and promoting pro-ecological attitudes in the working environment. The purpose of this study is to investigate the role of green Human Resource Management (HRM) and green corporate policies in environmental sustainability. Research in this area was carried out among 346 employees employed in enterprises from various industries in Poland in 2021. An online questionnaire was used in the study. The obtained results were subjected to statistical analysis; a logistic regression model was applied using the Statistica computer package. T...

Volume 40 of Research in Personnel and Human Resources Management offers several original scholarly contributions written by thought leaders in the field of human resources management. These chapters feature the latest research exploring emerging new areas of HRM management. Chapters include analysis of "other-rating" alternatives to traditional self-survey information gathering, how governance mechanisms might be utilized to help firms achieve a balance between alignment and disruption, multi-stakeholder approaches to constructive deviance in the workplace, and how thoughtfully constructed in...

This volume focuses on generational issues, gig economy in relation to human resources management, immigrant and refugee issues in human resources management, pay dispersion issues, network structures and human resources management, human resources issues in family organizations and managing human resources during economic downturns

The authoritative text for current and future practitioners of human resources management in the sport and recreation industries is back in a revised fourth edition. Human Resource Management in Sport and Recreation, Fourth Edition, offers a solid foundation in research and application, and it provides a holistic perspective of human resource management by bringing together the three groups of people who constitute human resources across sport and recreation organizations: paid professionals, volunteers, and the clients themselves. Dr. Packianathan Chelladurai, a pioneer in the field of sport ...

This volume, written by thought leaders in the field of human resources management, focuses on human resources branding, innovation and creativity in HRM, high involvement work systems, work home boundary permeability, the emerging concept of grit, and data visualization issues in human resources management.

Empirical research in HRM has focused on such issues as recruiting, testing, selection, training, motivation, compensation, and employee well-being. A review of the literature on these and other topics suggests that less than optimal methods have often been used in many HRM studies. Among the methods-related problems are using (a) measures or manipulations that have little or no construct validity, (b) samples of units (e.g., participants, organizations) that bear little or no correspondence to target populations, (c) research designs that have little or no potential for supporting valid causa...

An overview of the chatbots in HRM, often called as a HR-bot, is studied to emphasise the usefulness in real time considering the relevant challenges such as cost factor, complex business domains, limited responsiveness etc.

The article references general literature on digital organizations to develop a terminology and typology that clarify the concept of digital human resource management and related concepts, uncover digitalhuman resource management as an evolutionary advancement of previous conceptualizations of technology-based human resourcemanagement, and provide a conceptual basis for future work on digital human resources management.

Research on employee engagement has demonstrated that human resource management (HRM) practices and systems are positively related to employee engagement. However, it is not clear what HRM practices or system of practices is most important for employee engagement or the theoretical mechanisms that intervene and explain the link between HRM and employee engagement. In this paper, I provide answers to these two important questions by developing a model of caring HRM and employee engagement based on the engagement, organizational climate, and strategic HRM literatures. The model indicates that a ...

Strategic human resource management scholars have drawn on the resource-based view of the firm to argue that a high commitment human resource (HCHR) strategy leads to firm competitive advantage by creating greater firm-level employee-based resources that are rare and valuable. While there is early empirical support for this mediated model, prior studies have largely ignored two key aspects of the RBV perspective. First, extant research has not effectively explained why differences in employee-based resources persist across firms that have adopted the same firm-level HR strategy. Second, this b...

Digitalization across a range of industry and service sectors is transforming the workplace and human resources. The adoption of disruptive technologies associated with the Fourth Industrial Revolution, also known as Industry 4.0, is reshaping the way people work, learn, lead, manage, recruit, and interact with each other. The aim of this study is to contribute to the theoretical development of human resource management (HRM) in the context of Industry 4.0, promoting directions for the sector and HRM professionals, organizations, and the workforce that are required to face the challenges of In...

This study explores the impact of Artificial Intelligence (AI) on Human Resources Management Practices. By focusing on key outcomes such as accuracy, automation, computing power & capacity, real-time experience, personalization, and time-saving & cost saving. The research aims to identity the potential benefits of AI adoption. Data from 274 IT employees in Chennai City is Collected through a well-structured online questionnaire. Using IBM SPSS version 21 software and AMOS version 21 is used for analysis, the study proposes a novel research framework. The findings indicate that variable...

Sustainable human resource management (HRM) has been evolving for more than 15 years. It builds on strategic HRM (SHRM). Sustainable HRM is built around broad organisational goals in a number of areas, not just ‘business’ goals. Central to this approach is the link between HRM and sustainability. Sustainable HRM seeks to achieve positive economic, social, human and environmental outcomes simultaneously, in the short term and the long term. The 2030 Agenda for Sustainable Development established Sustainable Development Goals. These provide strategies, goals, activities and management practices ...

The present research studies the impact of human resource management on the performance of government institutions. In a rapidly changing economic environment, characterized by trends such as, globalization, rising demands of investors and customers, along with increasing products in the market competition, the Government institutions continuously try to progress their performance by minimizing expenses, renewing products and procedures, and improving quality in order to compete and continue in the environment. A quantitative research method utilized to analyze the current study. The Sample Si...

The review suggests that HRM has embraced ML, albeit it is at a nascent stage and is receiving attention largely from technology-oriented researchers.

The study proposes that five factors—internal customer digital needs, industry digital innovation, competitor challenges, digital innovation governance, and digital era needs—drive human resource management digital transformation.

This research aims to present a synopsis of four eminent theoretical concepts that scholars have expended to help understand how digitalisation has changed the workplace as we used to know it. The research is based on a conceptual approach. It aims to critically synthesise the relevant literature as the principal methodology for analysing work in the selected four research domains where the perspective on digital work is most controversial. The study shows two central chronicles that have emerged due to workplace digitalisation - utopian and dystopian perspectives. The research sheds light on ...

Human resource management (HRM) professionals are often overworked, and their jobs are increasingly complex. Therefore, many suffer from job burnout, and only some can allocate the necessary time to strategic issues. We show how generative artificial intelligence (AI), particularly ChatGPT, can be a helpful HRM assistant for both strategic and operational tasks. But, for this to happen, we demonstrate the need to create valuable prompts that result in specific, helpful, and actionable HRM recommendations. Accordingly, we provide eight guidelines for creating high-quality and effective prompts ...

The Editor-in-Chief and the publisher have retracted this article because of concerns over compromised editorial handling and peer review process, inappropriate or irrelevant references or not being in scope of the journal or guest-edited issue.

The United Nations’ report “Our Common Future” contributed to underline the crucial role of human resource management in strategically greening the organization and, in turn, economics and society at large. This awareness gave birth to green human resource management (GHRM). Despite the high number of papers addressing GHRM, this topic lacks a proper theoretical, methodological, and empirical systematization. A possible step towards a better understanding of GHRM is an evidence-based analysis of its practices’ outcomes. Developing these reflections and considerations, we conducted a systematic...

Purpose This study explores green human resource management in Pakistan's automobile industry. Design/methodology/approach The nature of the study is quantitative, with cross-sectional data collected through a survey questionnaire. A convenience sampling strategy is employed to trace employees working in the automobile industry. In total, 400 surveys are distributed, with 190 responses received. The response rate is recorded as 47%. Findings By employing structural equation modeling (SEM), the study finds positive and significant effects of green employee involvement (GEI), green compensation ...

Digitization within Human Resource Management (HRM) has resulted in Artificial Intelligence (AI) becoming increasingly prevalent in Human Resource Management Systems (HRMS) and HR Information Systems (HRIS). The tactical procedures of recruitment, employee performance evaluation and satisfaction, compensation and benefit analysis, best practice analysis, discipline management, and employee training and development systems have seen a growth in the incorporation of AI. To better understand this evolution, we seek to explore publication sources and literature that feature the application of AI w...

The findings from a sample of 398 employees, including both treatment and control groups from a large multinational company that introduced a gamified human resource management (HRM) system, revealed the effects of certain gamification experiential outcomes related to driving employee satisfaction and engagement at work.

The continuing emergence of Asia as a critically important continent for the foreseeable future has renewed interest in understanding theory and practice in this region. This special issue was designed to shed light on human resource management (HRM) issues in this region, and to help guide future research in and on this region. In this introductory article, we first analyze the growth of HRM scholarship in Asia, by examining the research published over the last twenty-five years. We then describe the genesis of this special issue, and summarize the key themes emerging from the review articles...

This study investigates some key consequences resulting from COVID-19’s effect on multiple HRM roles, how technology is empowering and fostering HRM, informative forecasts based on how organizations are coping and finally, the path in the post-pandemic environment.

Abstract Signalling theory is presented as an approach to advance the study of human resource management (HRM) processes highlighting line managers as signallers of HR messages and employees as receivers. Signalling theory is also offered as a framework to integrate the two attributional approaches to HRM focusing on HRM strength and HR attributions. A study of employees in 83 bank branches confirms that strong HR signals, reflected in implementation of a coherent set of high‐commitment HR practices and consensus about their implementation have a positive association with the HR attributions a...

Results show that intelligent automation technologies constitute a new approach to managing employees and enhancing firm performance, thus offering several opportunities for HRM but also considerable challenges at a technological and ethical level.

In this paper, we argue that adopting a human-centred approach to human resource management (HRM) will contribute to building sustainable workforces, organizations, communities and societies against a backdrop of a global pandemic and political and economic uncertainty. The economic and social cost of the pandemic will continue to be felt for years to come, and the road to recovery should be human-centred and sustainable, with built-in climate actions as part of the socio-economic rejuvenation programme. We draw on several cross-cutting themes to illustrate how the use of digital technology an...

Parallel to the increased awareness of environmental issues, there has been a rapid increase in studies focusing on Green Human Resource Management. Studies have shown that organizations that can link their environmental management efforts to their human resource management systems have improved organizational and employee-level outcomes. This study is a systematic review of empirical work focusing on Green Human Resources Management in service industries. Using a systematically selected sample of 48 articles, we compared the scales used to measure Green HRM, the theoretical frameworks on whic...

By drawing on ethical AI and task-technology fit literature, a decision-making framework is constructed to support the ethical deployment of AI for HRM and guide determinations of the optimal mix of human and machine involvement for different HRM tasks.

Purpose During the past decade, the green workplace has attracted the attention of academics and industry alike. As a result, new research areas like green human resource management (GHRM) started emerging. Green workplace means greening of traditional business functions, namely, human resource management, marketing, operations and supply chain. GHRM can play a strategic role in enabling organizations to implement and formulate sustainable strategies and help them achieve corporate sustainability. This paper helps understand the GHRM scholarship and provides an up-to-date account of GHRM pract...

This study elucidates the extent and impact of AI application in HRM functions, which is followed by synthesizing a concept map that illustrates how the usage of various AI techniques aids HRM decision-making.

Today’s organizations are immersed in a global market, where any detail can provide a competitive advantage over rival companies and condition their sustainability. Corporate Social Responsibility and Human Resource Management have become very powerful tools within companies. However, the potential, development, and measurement of Corporate Social Responsibility (CSR) and Human Resource Management (HRM) have not been sufficiently explored. The literature has developed multiple case studies on CSR and HRM and has studied the combination of both factors and their link to economic, environmental,...

This research aims to investigate whether green hotels' environmental performance might improve through staff environmental commitment and green process innovations. Data were obtained from a survey questionnaire conducted with employees of 409 green hotels operating in Turkey. The PLS-SEM technique was adopted using Smart-PLS software to examine the proposed hypotheses. The results verified that green human resource management (GHRM) practices produce a higher level of environmental performance when employee environmental commitment and green process innovations are deployed. Therefore, this ...