Dynamics of human resource department ecosystem in developing human resource role: An ecosystem perspective DOI Creative Commons
Henndy Ginting, Veronica Afridita Khristiningrum, Aurik Gustomo

et al.

PLoS ONE, Journal Year: 2023, Volume and Issue: 18(12), P. e0295544 - e0295544

Published: Dec. 14, 2023

Over the last decade, management scholars have paid increasing attention to ecosystems. The ecosystem approach has recently received much in business and innovation studies as a comprehensive way of understanding multi-aspect environments. This exploratory study aims investigate dynamics human resource department (HRDE) role HRDE shaping partner role. employed mixed-methods approach, following an sequential design. First, conceptual model was developed based on qualitative data collected from expert interviews analyzed through grounded theory. stage uncovered eight actors four factors, further organized into three layers hypothesis paths. Then, structural measured validated using PLS-SEM. is unique applying HR role's development deepen our how shaped by actors' interactions within between (micro, meso, macro). results revealed factors supporting developing micro macro ecosystem. suggest that macro, positively impact development.

Language: Английский

Algorithmic Management in Organizations? From Edge Case to Center Stage DOI Creative Commons
Anne Keegan, Jeroen Meijerink

Annual Review of Organizational Psychology and Organizational Behavior, Journal Year: 2025, Volume and Issue: 12(1), P. 395 - 422

Published: Jan. 21, 2025

This article offers a comprehensive review of the literature on algorithmic management (AM), focusing insights from human resource (HRM), organizational psychology (OP), and behavior (OB). It examines how AM is conceptualized in contexts platform work gig economy, revealing unique challenges implications. functions as holistic system, primarily online labor platforms, where it creates gray zone which workers exist an ambiguous space, neither fully inside nor outside boundaries. strategically blurs lines between employees freelancers, allowing platforms to circumvent traditional employment regulations. As result, poses challenge for HRM, OP, OB scholars, whose frameworks typically rely clear distinctions freelancing, often overlooking complexities this zone. The identifies key themes emerging literature, highlighting impact both individuals organizations. reviews HRM systems, interlocking nature, dispersion new actors, strategic misalignment AM-based activities. Its careers surfaces role bosses, multi-actor signaling, identity that arise In conclusion, summarizes its findings proposes agenda future research. calls scholars engage with expanding shaped by platform-based ecosystems AM, urging them reconsider boundaries develop more nuanced approaches understanding evolving landscape.

Language: Английский

Citations

3
Achieving sustainable development goals through common-good HRM: Context, approach and practice DOI Creative Commons
Ina Aust, Fang Lee Cooke, Michael Müller‐Camen

et al.

German Journal of Human Resource Management Zeitschrift für Personalforschung, Journal Year: 2024, Volume and Issue: 38(2), P. 93 - 110

Published: May 1, 2024

This introduction to the special issue Achieving Sustainable Development Goals through Common-Good HRM: Context, approach and practice draws links between United Nations (SDGs), concept of HRM human resource management (HRM) extend intellectual empirical insights into this important field. Particular attention is accorded collective social environmental dimensions SDGs place in contributing ‘common good’ within beyond workplace. Firms may create space incentives for promote sustainability, or actively work constrain meaningful action regard. collection brings together a broad cross-section articles dealing with HRM, identifying emerging common ground contestation as basis future theory building, enquiry practice.

Language: Английский

Citations

9
Two's company, platforms make a crowd: Talent identification in tripartite work arrangements in the gig economy DOI Creative Commons
Jeroen Meijerink, Sandra L. Fisher, Anthony McDonnell

et al.

Human Resource Management Review, Journal Year: 2024, Volume and Issue: 34(2), P. 101011 - 101011

Published: Jan. 20, 2024

Language: Английский

Citations

7
Future of work from everywhere: a systematic review DOI
Urmila Jagadeeswari Itam, Uma Warrier

International Journal of Manpower, Journal Year: 2023, Volume and Issue: 45(1), P. 12 - 48

Published: Nov. 10, 2023

Purpose Teleworking, working from home and flexible work have gained popularity over the last few years. A shift in policies practices workplace is required owing to COVID-19 pandemic accelerating current trends work-from-everywhere (WFE) research. This article presents a systematic literature review of WFE research 1990 early 2023 understand transformation field. Design/methodology/approach The Web Science database was used conduct this based on rigorous bibliometric network analysis techniques. prominence studied using SPAR-4-SLR collection techniques selected journal articles, reviews access articles. Performance keyword co-occurrence form premise cluster analysis. content recently published papers revealed driving restraining forces that help define operationalize concept WFE. Findings major findings indicate five established accelerated are pandemic, telework(ing), remote working, well-being productivity. Driving identified through include technological breakthroughs, work–life integration challenges, inequality distribution jobs, gender, shifts industry sector preferences, upskilling reskilling many more been post-COVID category Practical implications key contribution pioneering study “work everywhere” linking past three decades influencing factors during pandemic. illustrates how could be perceived differently post-COVID, which great concern practitioners future researchers. Originality/value wide range publications multiple synonyms can create confusion if effective system does not classify associate them. uses both scientometric analyses context (SLR) methods.

Language: Английский

Citations

16
A Cross-Level Theory of Alumni–Organization Relationships DOI
Rebecca M. Paluch,

Christopher D. Zatzick,

Lisa H. Nishii

et al.

Academy of Management Review, Journal Year: 2024, Volume and Issue: unknown

Published: Jan. 10, 2024

Although strategic human resource management research has predominantly focused on internalizing capital resources for value creation, rising employee mobility increased the risk and uncertainty of solely focusing internal resources. One opportunity that organizations are beginning to explore is generating from alumni–organization relationships (AORs). These can be particularly valuable because they possess hybrid characteristics: a combination alumni's access external knowledge their as organizational "insiders" who understand organization's structures, networks, culture. We offer cross-level model AORs explores alumni engagement in after formal employment period ended. At level, we articulate components an AOR strategy explain why how invest these relationships. individual propose alum's depends legacy identification, which shaped by factors during employment.

Language: Английский

Citations

6
Understanding technology-driven work arrangements from a complexity perspective: a systematic literature review and an agenda for future research DOI

Yorck Hesselbarth,

Kerstin Alfes, Marion Festing

et al.

The International Journal of Human Resource Management, Journal Year: 2024, Volume and Issue: 35(5), P. 964 - 1006

Published: Jan. 4, 2024

Organizations are increasingly introducing new work arrangements triggered by fast-paced knowledge acquisition, exponential technological growth, and demographic changes. Even though many studies have provided an in-depth understanding of how technology changed individual forms modern (e.g. virtual teams, shared leadership, remote work), the field needs a broader view what constitutes technology-driven why they implemented in organizations. The purpose our paper is to systematically review, structure, integrate empirical evidence on current research identify blind spots, which will serve as springboard for further development field. Based flexible approaches within beyond organizational boundaries that result from transformation processes characterized intensified spread, speed, depth, we 191 meet inclusion criteria organize them into six thematic clusters. We findings overarching framework based complexity theory. argue three clusters identified systematic literature review (organizational architectures across boundaries, integration employment relations boundaries) address organization's need external flexibility. In contrast, other (virtual teams organizations, communication enhancement self-responsibility actors) internal flexibility needs, reflecting overall goal achieve via coordinated consistent patterns action all additionally highlight underexplored opportunities provide promising avenues future research.

Language: Английский

Citations

5
Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship DOI Creative Commons
Aleksandra Luksyte, Joseph A. Carpini, Sharon K. Parker

et al.

Human Resource Management, Journal Year: 2024, Volume and Issue: 63(4), P. 601 - 617

Published: March 30, 2024

Abstract Human resource (HR) managers hire conscientious employees because they are both productive and viewed as upholding high ethical standards due to their propensity engage in voice. Organizations may strive create a work context conducive all acting ethically, not just ones, by centralizing decision‐making authority promoting formalization through higher hierarchy of authority. Yet, we propose that from the social information processing perspective, contexts, peers view highly colleagues less ethical. We hypothesize these effects lens trait activation theory, according which context, others likely notice voice behaviors employees. Problematically, when fail employees' voice, perceive workers being tested our hypothesized moderated mediation model matched sample ( N = 820), supervisors 445), 529). As predicted, positive relationship between conscientiousness turn explained others' perceptions ethicality. Conscientiousness was positively related peer assessments ethicality via promotive (not prohibitive) lower (but higher), partially supporting hypotheses. These results suggest HR practitioners should be cognizant differential evaluations contexts with different levels authority, continuing challenges associated balancing flexibility formalization.

Language: Английский

Citations

4
Optimizing Elementary School Education through the Implementation of Karawitan-Based Learning Grounded in Local Wisdom DOI Creative Commons

Fitri Aningrum,

Vanessa Marie Aliazas, Sol Kim

et al.

Journal of Basic Education Research, Journal Year: 2024, Volume and Issue: 5(1), P. 40 - 47

Published: Jan. 31, 2024

Purpose of the study: This research aims to identify optimization implementation learning based on local musical wisdom in arts and culture music material subjects elementary schools. Methodology: uses a classroom action approach as main method. The this context are fifth grade school students who involved Karawitan Local Wisdom. data collection technique questionnaire measure responses observation sheets student activity. analysis descriptive statistics independent sample t-test. Main Findings: results show that Wisdom-based at Sendangsari Village Elementary School, through project-based open approach, has had significant positive impact students' their activeness process. There is real increase interest, understanding appreciation material, along with more intensive participation. Novelty/Originality novelty lies model level, which concretely depicts changes during

Language: Английский

Citations

4
Charting the Course of Leadership Through the Digital Era DOI

Bayissa Badada,

G. Delina,

Ramaswamy Krishnaraj

et al.

Advances in logistics, operations, and management science book series, Journal Year: 2025, Volume and Issue: unknown, P. 119 - 156

Published: Jan. 24, 2025

This chapter aims to provide actionable strategies for empowering leaders in leveraging technology amplify their leadership efficacy contemporary business environments by employing extensive literature review and deep learning models, a method Artificial Intelligence (AI). It investigates the effectiveness of three approaches—Transformational, Transactional, Servant Leadership—in meeting high-performance expectations within organizational contexts. The performance these styles based on scores have been analyzed using data analysis techniques neural network including Generative Adversarial Networks (GANs) Variational Autoencoders (VAEs). Furthermore, Deep Convolutional (DCGANs), utilized visualize complex dynamics. findings from this comprehensive valuable insights into strengths limitations each approach, guiding strategic development initiatives decision-making processes.

Language: Английский

Citations

0
The Role of Digital Leadership Capability and Organizational Culture on Innovation Ecosystems in Omani E-Commerce Stores DOI
Sauda Salim Hamdun Al Marhoobi, Zafir Khan Mohamed Makhbul, Suguna Sinniah

et al.

IGI Global eBooks, Journal Year: 2025, Volume and Issue: unknown, P. 249 - 280

Published: Jan. 31, 2025

This research investigates the role that digital leadership capability, organizational culture, literacy, and innovative work behavior in context of Oman e-commerce stores ecosystem. Using sample size 400 employees, this discovers capability culture reinforce ecosystem as they improve employees' competence promote innovation. Mediation analysis shows roles literacy behaviour enhancing mediation to produce quantified measures These insights inform managers policymakers best practices on how adopt transformation for growth: including need leaders be flexible continuously train develop their workforce meet changes economy.

Language: Английский

Citations

0