Search Results (17)

This study explores the relationship between digital human resource management (HRM) practices, organizational culture, and employees’ perceived digital competence within Greek organizations. While digitalization has become a central priority in human resource management (HRM), there is still limited understanding of how cultural context shapes the effectiveness of digital HR interventions. Using a quantitative approach, data were collected via an online questionnaire from 257 employees across various sectors. The research employed the method of Partial Least Squares Structural Equation Modeling (PLS-SEM) and Multi-Group Analysis (MGA) to examine the structural relationships between digital HRM practices—such as e-learning, onboarding, and performance management—and digital competence, taking into account different organizational culture profiles. The results show that digital HRM practices have a positive, but modest, impact on employees’ digital skills, with e-learning emerging as the most influential factor. Importantly, the effect of HRM practices varies significantly according to the cultural environment: supportive and innovative cultures foster stronger development of digital competence compared to hierarchical settings. The findings underline the necessity for organizations to adapt digital HR strategies to their specific cultural context and not to rely solely on technological solutions. This research contributes to the growing literature by demonstrating the interplay between technology and culture in shaping employees’ digital capabilities and suggests that a balanced focus on both is essential for successful digital transformation. Full article

In response to global sustainability challenges and digital transformation, this conceptual paper explores the intersection of Artificial Intelligence (AI), Human Resource Management (HRM), and Circular Economy (CE). Drawing on Resource-Based View, Stakeholder Theory, Institutional Theory, and the Socio-Technical Systems perspective, we propose an integrated framework in which AI and HRM function as complementary enablers of sustainable, circular transformation. The framework identifies enablers (e.g., green HRM, digital infrastructure), barriers (e.g., ethical concerns, skill gaps), and contextual mediators. This study contributes to sustainability and digital innovation literature and suggests practical pathways for ethically aligning workforce and AI capabilities in CE adoption. Full article

This study explores how Human Resource Management (HRM) can help organizations to face the challenges of digital transformation, focusing on reducing digital inequalities and improving employee performance. As digital tools become more important in workplaces, many employees still experience digital exclusion, which affects not only their productivity but also their sense of fairness and inclusion, as well. To investigate these issues, quantitative research was conducted using a structured questionnaire distributed online to employees across EU-based companies. The data were analyzed through PLS-SEM, including IPMA and mediation analysis, to understand the relations between HRM practices, digital skills, and perceptions of organizational justice. The findings show that HRM strategies have a significant impact on bridging the digital divide, especially by promoting digital adaptability and supporting inclusive work environments. Inclusion was also found to mediate the relation between HRM and employee performance. This research offers practical suggestions, like using Key Performance Indicators (KPIs) to monitor digital participation and encouraging continuous learning. The study adds value by connecting digital empowerment with HRM policies in a way that supports both organizational efficiency and equality. Future research could focus on specific sectors or use longitudinal data to better capture how digital inclusion develops over time. Full article

The main aim of this article is to evaluate how well sustainable HRM practices support organizational sustainability and staff resilience during crises. This paper examines how responses to COVID-19 and geopolitical concerns have affected the HRM practices of Lithuanian logistics enterprises. This study employed a qualitative research approach, conducting semi-structured interviews with twelve HR managers from prominent logistics companies in Lithuania. The participants selected guaranteed industry-relevant insights due to their experience with HRM crisis management. Using Braun and Clarke’s approach, data were thematically analyzed to find notable HRM projects supporting workforce sustainability under crisis conditions. The findings identify three key HRM methods required for crisis resilience: strategic workforce flexibility, employee well-being and resource conservation, and long-term organizational resilience. The findings show that organizations that implemented flexible work rules, mental health support programs, and digital HRM solutions had higher employee retention and operational continuity. This study also incorporates the resource-based view (RBV) and conservation of resources (COR) theories, underlining the need for sustainable human resource management techniques as both a competitive economic resource and a psychological buffer for employees in crisis situations. This study makes actionable HRM recommendations to help firms establish organized crisis response HRM frameworks, with a focus on flexible workforce management, mental health interventions, and proactive digitization tactics. These results can be used by policymakers and business leaders to institutionalize HRM crisis-ready strategies, thus enhancing labor market stability in challenging environments. This paper contributes to the body of knowledge on HRM crisis management by suggesting a disciplined HRM crisis response model combining actual data from the logistics industry with theoretical points of view. This paper provides a useful road map for HR managers wishing to create strong staff management strategies in difficult times. Full article

The context for the study reported here is the Australian local government sector, specifically rural and regional councils that operate in isolated and remote areas with limited staffing and resources. Within this sector, 4IR technologies are transforming service delivery, jobs, and skill requirements. The purpose of this study is to examine how public sector organisations operating within a regulated and not-for-profit context and with constraints over HRM choices manage the challenges of the 4IR technologies on their workforce. Information from the study was sourced from semi-structured interviews with council managers and CEOs, independent experts familiar with the sector, and council documents. Triangulation of the information was applied to develop themes linked to workforce management, especially innovative HRM programs that were shaped by the constraints that councils faced in the management of their workforce. The findings indicate that regional and rural councils were able to manage the impact of 4IR technologies on their workforces through programs that drew on internal staff development and inter-council resource sharing. Full article

The examination of the impact of digital innovations on employee motivation and engagement is crucial given the rapid technological advancements. This study focused on digital HRM practices, such as digital interaction platforms. The results indicated that respondents generally had positive to neutral views on these practices, with big data analytics receiving the highest rating for its potential to enhance organizational performance and employee engagement. The study revealed a moderately strong positive correlation between the use of digital platforms and big data analytics, suggesting a holistic approach to digital transformation in HRM. However, a weak correlation between digital innovations and engagement suggests that the direct impact of digital tools on employee engagement is limited by other factors. Larger companies tend to implement advanced digital HRM practices more due to their greater resources. The study’s limitations include a restricted sample from the Central and Eastern European region and reliance on self-assessed data. Future studies should include more diverse regions and long-term studies, combining quantitative data with qualitative insights. Digital innovations in HRM offer promises for process improvement and data-driven decision-making, but their impact on employee engagement is complex and requires an integrated approach of technological and managerial practices. Full article

The nematode Dirofilaria immitis is responsible for a vector-borne disease affecting canines and humans worldwide, known as cardiopulmonary dirofilariasis. An accurate and early diagnosis is of the utmost importance for effective disease management. While traditional microscopy-based methods remain invaluable, they have inherent limitations. Serological tests, in particular ELISA and immunochromatographic tests, are employed due to their capacity to detect D. immitis antigens, offering ease of use and diagnostic accuracy. The advent of molecular methods has the potential to enhance routine diagnostic approaches, with polymerase chain reaction (PCR) and real-time PCR (qPCR) becoming the most prevalent techniques. Despite not yet being integrated into routine diagnostics, which are predominantly based on the Knott’s test and serological methods, these techniques offer significant benefits in the context of scientific research. This article proceeds to examine the potential of advanced techniques, such as high-resolution melting qPCR (HRM-qPCR), loop-mediated isothermal amplification (LAMP), droplet digital PCR (ddPCR), and microRNA (miRNA) detection, which are capable of enhanced sensitivity and early detection. The following work provides an in-depth analysis of the various diagnostic methods, emphasising the necessity of the continuous improvement and adaptation of these tools to effectively combat D. immitis. The findings underscore the importance of integrating these advanced methods into routine practice to improve detection rates and outcomes for infected animals. Full article

This study examines the role of using algorithmic human resource management (HRM) to make strategic decisions concerning firms’ human resource (HR) activities. This study develops a scale to measure algorithmic HRM usage in its first phase. In the second phase, it is found that algorithmic HRM usage significantly impacts strategic HR decision-making, which helps and enables firms to create a competitive advantage. Utilizing the authors’ LinkedIn profiles, 234 participants were included in the fieldwork. Collected data were analyzed by applying partial least squares structure equation modeling (PLS-SEM). The mediating roles of HR strategic decision-making and HR digital maturity as moderators in enabling the impact of algorithmic HRM on the firm’s competitive advantage have been corroborated. This study finds a strong relationship between algorithmic HRM usage and competitive advantage, a significant relationship between algorithmic HRM usage and strategic HR decision-making, and a significant relationship between strategic HR decision-making and competitive advantage. The moderating role of HR digital maturity was insignificant in this research, paving the way for future research. This research, the model, and its findings contribute to the theory and implicate the practicality of algorithmic HRM. It is one of few papers addressing algorithmic HRM usage in a transitioning economy like Saudi Arabia. Full article

This study attempts to examine the impact of electronic human resource management (E-HRM) systems on achieving a sustainable competitive advantage (SCA) in the tourism and hospitality industry by incorporating sustainable innovation (SI) and organizational agility (OA) as mediators. To survive, tourist and hospitality organizations must embrace digital transformation by using E-HRM practices such as digital recruiting, online training, and performance management tools. Organizations may improve their HR departments’ efficiency, effectiveness, and decision making, enhancing the overall organizational performance and preserving a sustainable competitive edge. Middle and first-line management of the five-star hotels and travel agencies in category A operating in Egypt were investigated. A PLS-SEM analysis was performed on 313 valid responses, gathered using WarpPLS 7.0. The findings revealed that E-HRM is positively associated with SCA, SI, and OA. Furthermore, there were positive associations between SI and OA and SCA. SI and OA were also shown to be mediators in the relationship between E-HRM and SCA. The study adds to the existing literature on how E-HRM impacts SI, OA, and SCA. The relationship between these components in hotels and travel agencies has not been the subject of any empirical research. The current study has addressed gaps by empirically analyzing these relationships in the context of Egyptian hotels and travel agencies. It integrates E-HRM, innovation, organizational agility, and competitive advantage within the context of sustainability in tourism and hospitality. Full article

This study investigated reconstruction techniques for building the instantaneous fuel regression rate of the hybrid rocket motor (HRM). Specifically, an experiment in a laboratory 500 N-class hybrid rocket motor with single-port wagon wheel fuel grain, operated with hydrogen peroxide (HP) and hydroxyl-terminated polybutadiene (HTPB) based fuel (including Al), was carried out. A piece of post-processing software was developed to reconstruct the instantaneous regression rate and other performance parameters of the HRM during the firing test. The results produced by the reconstruction techniques are in good agreement with experimental data obtained by traditional methods, with a maximum error of less than 5.75%. Moreover, compared with the traditional endpoint method, the reconstruction method had a significant advantage, which could ascertain the sensitivity of the regression rate to changes in the oxidizer mass flux and fit the formula of regression rate in a single firing test. Additionally, digital image processing techniques were employed to determine the axial distribution of the fuel regression rate after the test using computed tomography (CT) scanning. This served to verify the accuracy of the instantaneous reconstruction calculation. The error in the average regression rate between CT scanning and the reconstruction calculation was 1.91%, proving that the CT scanning and pixel statistic method of the calculating regression rate was practical for characterizing the axial distribution of the average regression rate during the firing test. In summary, the main objective of this study was to reconstruct the transient parameters of hybrid rocket motor with single-port wagon wheel fuel grain using reconstruction techniques, and to fit the formula of the regression rate through a single-firing test. Furthermore, this paper proposes a modified reconstruction method that is essential for investigating fuel regression rate during the firing test of HRMs. Full article

Area development is a critical issue that has a strong relation to economic, social, and environmental performances in an area. Boosting area development can be achieved using digitalization. However, digitalization is predominantly available for city life. Rural areas or villages are often left out, because of infrastructure deficits. With enough infrastructure support, rural areas in developed countries have also faced social problems such as population drops. Therefore, a comprehensive solution regarding the use of digitalization to boost rural area development is needed. This concept is often called the digital village. This paper proposes a concept for managing and evaluating the development of a sustainable digital village. The concept is developed based on the reviewed aims, expected deliverables, and existing concerns in previous digital village implementations. To justify the model, management theories, practices and available technologies are also reviewed. The proposed concept for digital village management is also compared to the concepts of enterprise architecture and project management, to evaluate its usability. Sustainability evaluations are performed regarding the three-bottom line of evaluation and the use of ICT resources in the integration of ICT into human resource management (HRM) and supply chain management (SCM). A development model and evaluation method are also proposed to make sure that digital village development and evaluation can be conducted efficiently. Full article

The COVID-19 pandemic has significantly affected the employee lifecycle management (ELM) sphere, leading to the adoption of new human resource (HR) technologies and policies. This study investigates the impact of megatrends, artificial intelligence, digital technologies, and innovation on ELM and human resource management (HRM) policies in China, Russia, and Indonesia. Data were collected through structured interviews and publicly available information from companies in these countries between 2021 and 2022. The study evaluates the effects of artificial intelligence (AI), digital transformation (DT), and innovations on the sustainable development of ELM and identifies differences in technological responses to ELM in companies depending on their level of digital maturity. The results show that the majority of companies have continued the process of ELM digital transformation, but the percentage varies based on the scope of activity, labor, and readiness of the country to implement new technologies. The study reveals that large companies in each analyzed country with over 10,000 employees have a greater need and opportunity to implement HR digital transformation, whereas small companies with up to 100 people can operate without automation. In addition, the findings of this study provide propositions for designing how AI and innovations contribute to ELM. This article contributes to the current debate in the literature by substantiating the positive impact of AI, digital technology, and innovation on ELM and HRM strategies, offering practical applications for companies to improve productivity. Overall, this study highlights the importance of adopting innovative HR technologies in response to global challenges and workplace trends. Full article

The Internet of things (IoT) has oriented organisations digitally in administrating human resources. In line with this trend, Indonesian public sectors are adopting Human Resources Information Systems (HRIS) to boost employee innovation outcomes. However, coercive pressure to implement HRIS has only resulted in fiascos for the technology, which cannot be fully considered to eliminate long, ineffective, and inefficient practices. This study examines the instrumental adoption factors to adopt HRIS in boosting employee innovation outcomes from technological, organisational, people, and social outlooks. The empirical data consisting of 500 valid datasets were obtained from public servants in Indonesia via web-based questionnaires. structural equation modelling (SEM), which was used to examine the relationship among constructs. Technology fit, organisational resources, knowledge, and social influences have positive impacts on technology adoption. However, when treated as a mediation, the negative path from HRIS to innovation outcomes implied that e-HRM reflected in HRIS implementation would not make employees innovative. The scrutinized under ability, motivation, and opportunity (AMO) framework and empirical insights clearly portray that Indonesian’s ability to fit into this framework is problematical, making technological innovation in the Indonesian public sector only complimentary, not compulsory. This study suggests that HRM reform in public organisations is a top priority if the country wishes to achieve world-class bureaucracy by 2025. Full article

Automation technology is changing and transforming innovation into the industrial landscape and Human Resources (HR) should ensure to adapt and practice its deployment to realise its benefits in time and for cost savings. The implementation of Robotic Process Automation (RPA) in HR can help to offer better service to ensure compliance of the processes with standards and regulations. RPA is a software technology that manages software robots to emulate human actions when interacting with digital platforms. RPA is a solution that could perform repetitions to take over activities carried out by humans. However, a robot is not thought to be able to replace the HR but is, instead, useful to support driven processes. The purpose of the study is to prove the efficiency and effectiveness of RPA in the Human Resource Management System (HRMS) compared to the manual process performed by a human. Different types of components and characteristics were identified to adopt RPA in HRMS based on the data measurement in the implementation process. This study designs and develops an HRMS model using RPA tools to achieve the target process. The model was developed based on a case study of an existing model of RPA in HRMS from an IT consultancy industry. In the HR process, the project uses an application focusing on the parameters of gathering, storing and accessing employees’ information from other modules. Lastly, the gaps in the HRMS to improve productivity are evaluated and explained. Full article

In recent years, increasing attention has been paid to digital human resource management (HRM) practices. Nonetheless, the impact of digital HRM practices is not yet fully understood by practitioners and researchers. Drawing from adaptive structuration theory (AST), we suggest that HRM capability maturity is a key boundary condition for understanding the effectiveness of digital HRM practices. By employing a path analysis approach on a sample of 1770 enterprises in China, this study found that the use of digital HRM practices impacts HRM effectiveness through the internal consistency of HR practices and external social networking of HR managers with line managers. The positive or negative effects of digital HRM practices depend on the enterprise’s HRM capability maturity. While the majority of previous studies have explored the impact of digital HRM on organizations, including the effects on cost reduction and organizational performance, our study expanded the focus on the outcomes of digital HRM to include employees’ perceptions of HRM effectiveness, which can further influence employees’ attitudes and organizational behaviors. The implications of our findings for research and practice are discussed. Full article