Tareq Abu Orabi, Ghaith Abu Alfalayeh, Wael Basheer Abdul Kareem Alhyasat, Ahmad Ababne, R. Alkhawaldah, M. Qteishat
BACKGROUND: The effectiveness of the paper’s bibliometric analysis and systematic assessment of change management research in administrative and technological studies may open the way for more study in this field. This study may be the first of its type, and its findings will be useful to other academics working in the subject of change management. OBJECTIVE: The goal of this literature study is to identify essential ideas that might influence change management and to lay the groundwork for future research in change management that uses bibliometric analysis. The evaluation determines the most important and frequently used terms connected with change management. METHODS: The method used in this study is a systematic review of change management publications from Web of Science. RESULTS: The most often used terms in change management research, according to the survey, were Leadership, Organizational Change, Organizational Development, Organizational Culture, Performance, Innovation, Framework, Technology, and Transformation. Change management papers were mostly published in the United States, China, Pakistan, Germany, Australia, and Finland. IMPLICATIONS: The study’s findings may be used to generate articles on change management in the market discipline, notably in the domains of business and technology.
{"title":"Change management in business organization: A literature review","authors":"Tareq Abu Orabi, Ghaith Abu Alfalayeh, Wael Basheer Abdul Kareem Alhyasat, Ahmad Ababne, R. Alkhawaldah, M. Qteishat","doi":"10.3233/hsm-230031","DOIUrl":"https://doi.org/10.3233/hsm-230031","url":null,"abstract":"BACKGROUND: The effectiveness of the paper’s bibliometric analysis and systematic assessment of change management research in administrative and technological studies may open the way for more study in this field. This study may be the first of its type, and its findings will be useful to other academics working in the subject of change management. OBJECTIVE: The goal of this literature study is to identify essential ideas that might influence change management and to lay the groundwork for future research in change management that uses bibliometric analysis. The evaluation determines the most important and frequently used terms connected with change management. METHODS: The method used in this study is a systematic review of change management publications from Web of Science. RESULTS: The most often used terms in change management research, according to the survey, were Leadership, Organizational Change, Organizational Development, Organizational Culture, Performance, Innovation, Framework, Technology, and Transformation. Change management papers were mostly published in the United States, China, Pakistan, Germany, Australia, and Finland. IMPLICATIONS: The study’s findings may be used to generate articles on change management in the market discipline, notably in the domains of business and technology.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45071939","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: With the increasing demand for professionalism and specialization in college counselors (CCs), it is especially important to implement comprehensive professional ability building (PAB) of CCs. OBJECTIVE: This paper proposes to provide institutional support for CCs’ PAB by establishing a sound CC career development system and improving the CC salary system, in order to better support college education. METHODS: Through research interviews, literature research and expert consultation, a questionnaire survey outline is set up from subjective, objective, and institutional factors. A random sampling method is adopted to conduct a questionnaire survey on CCs and school students. Questionnaire results are analyzed qualitatively and quantitatively in terms of reliability, validity and so on, and the influence factors of PAB for CCs are discussed. The research hypothesis is put forward, and the current situation of PAB is further summarized. RESULTS: It is found that CCs have a strong subjective willingness to build their PA, and the potential motivation of objective factors is sufficient. However, the existing system is not perfect, and job burnout such as diminished enthusiasm for work has appeared. CONCLUSIONS: Based on the existing research results, this paper combines PDCA Cycle theory with ideological and political education theory from the perspective of management science. Classical management methods are applied to the PAB system of CCs, and specific implementation countermeasures are presented according to the workflow construction model from decision-making to implementation, monitoring, and improvement.
{"title":"Research on influence factors and application effects of professional ability building for college counselors from PDCA cycle perspectives","authors":"Hongxia Yan","doi":"10.3233/hsm-230030","DOIUrl":"https://doi.org/10.3233/hsm-230030","url":null,"abstract":"BACKGROUND: With the increasing demand for professionalism and specialization in college counselors (CCs), it is especially important to implement comprehensive professional ability building (PAB) of CCs. OBJECTIVE: This paper proposes to provide institutional support for CCs’ PAB by establishing a sound CC career development system and improving the CC salary system, in order to better support college education. METHODS: Through research interviews, literature research and expert consultation, a questionnaire survey outline is set up from subjective, objective, and institutional factors. A random sampling method is adopted to conduct a questionnaire survey on CCs and school students. Questionnaire results are analyzed qualitatively and quantitatively in terms of reliability, validity and so on, and the influence factors of PAB for CCs are discussed. The research hypothesis is put forward, and the current situation of PAB is further summarized. RESULTS: It is found that CCs have a strong subjective willingness to build their PA, and the potential motivation of objective factors is sufficient. However, the existing system is not perfect, and job burnout such as diminished enthusiasm for work has appeared. CONCLUSIONS: Based on the existing research results, this paper combines PDCA Cycle theory with ideological and political education theory from the perspective of management science. Classical management methods are applied to the PAB system of CCs, and specific implementation countermeasures are presented according to the workflow construction model from decision-making to implementation, monitoring, and improvement.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46750902","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
S. Widagdo, Y. Handayani, Agustin Hari Prastyowati, L. Rachmawati, Muhaimin Dimyati, Sofi Amalia
BACKGROUND: Many customers often complain about Indihome facilities, causing dissatisfaction with the service of Indihome products at PT. Telkom. OBJECTIVE: This study examines physical evidence, reliability, responsiveness, assurance, and empathy on customer satisfaction at PT. Telkom. METHODS: This study uses quantitative research with a population of all Indihome customers who make complaints or make payment transactions at PT. Telkom. RESULTS: Based on the study results, service quality, as seen from the variables of physical evidence, reliability, responsiveness, assurance, and empathy, significantly influences customer satisfaction in Indihome PT. Telkom. This study found that reliability and empathy affect Indihome customer satisfaction. Meanwhile, physical evidence, responsiveness, and guarantees do not affect Indihome customer satisfaction. Reliability and empathy are the five service quality variables with the most dominant influence. CONCLUSIONS: The results of this study can be used as input for PT. Telkom retains and attracts new customers by maintaining quality, reliability, and empathy. Customers feel that Telkom employees deliver products clearly and in detail and do not discriminate between customers, even though sometimes service completion could be more timely.
{"title":"The effect of reliability and empathy on customer satisfaction: A survey of PT Telkom Indonesia’s IndiHome customers","authors":"S. Widagdo, Y. Handayani, Agustin Hari Prastyowati, L. Rachmawati, Muhaimin Dimyati, Sofi Amalia","doi":"10.3233/hsm-230003","DOIUrl":"https://doi.org/10.3233/hsm-230003","url":null,"abstract":"BACKGROUND: Many customers often complain about Indihome facilities, causing dissatisfaction with the service of Indihome products at PT. Telkom. OBJECTIVE: This study examines physical evidence, reliability, responsiveness, assurance, and empathy on customer satisfaction at PT. Telkom. METHODS: This study uses quantitative research with a population of all Indihome customers who make complaints or make payment transactions at PT. Telkom. RESULTS: Based on the study results, service quality, as seen from the variables of physical evidence, reliability, responsiveness, assurance, and empathy, significantly influences customer satisfaction in Indihome PT. Telkom. This study found that reliability and empathy affect Indihome customer satisfaction. Meanwhile, physical evidence, responsiveness, and guarantees do not affect Indihome customer satisfaction. Reliability and empathy are the five service quality variables with the most dominant influence. CONCLUSIONS: The results of this study can be used as input for PT. Telkom retains and attracts new customers by maintaining quality, reliability, and empathy. Customers feel that Telkom employees deliver products clearly and in detail and do not discriminate between customers, even though sometimes service completion could be more timely.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44058364","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Besarta Taganoviq, Mehmet Nurullah Kurutkan, Mehmet Bağış, Adnan Hoxha, Blerta Kryeziu, Arben Hysenaj, Erza Haxhijakupi, Altina Bimbashi, Arta Dalipi, Blerte Hyseni, Linda Ukimeraj Harris
BACKGROUND: This article aims to perform a psychometric assessment of the scale of organizational readiness for digital innovations in a transition economy and to examine the antecedents of organizational readiness for digital innovations. METHODOLOGY: The study employed a quantitative research method to analyze data collected from a sample of 1236 health professionals. The scale secondary confirmatory factor and linear regression analysis were employed to verify organizational readiness and test the respective hypotheses about organizational readiness for digital innovation, respectively. RESULTS/CONCLUSIONS: The research findings show that the organizational readiness scale for digital innovations is valid and reliable in transition economies. Findings show that the relationship between variables such as adaptation of human resources (AHR), cognitive readiness (COR), planning for new telehealth and e-health (PNTH), IT readiness (ITR), resource readiness (RR), partnership readiness (PR), and cultural readiness (CUR) are correlated with the innovations implementation effectiveness (IIE), and organizational readiness for digital innovation is positive statistically significant. Findings also suggest that Integration of old technologies (IoT) and organizational readiness for digital innovation is statistically significant and have negative relationship.
{"title":"Psychometric assessment of organizational readiness scale for digital innovations and antecedents of organizational readiness","authors":"Besarta Taganoviq, Mehmet Nurullah Kurutkan, Mehmet Bağış, Adnan Hoxha, Blerta Kryeziu, Arben Hysenaj, Erza Haxhijakupi, Altina Bimbashi, Arta Dalipi, Blerte Hyseni, Linda Ukimeraj Harris","doi":"10.3233/hsm-220202","DOIUrl":"https://doi.org/10.3233/hsm-220202","url":null,"abstract":"BACKGROUND: This article aims to perform a psychometric assessment of the scale of organizational readiness for digital innovations in a transition economy and to examine the antecedents of organizational readiness for digital innovations. METHODOLOGY: The study employed a quantitative research method to analyze data collected from a sample of 1236 health professionals. The scale secondary confirmatory factor and linear regression analysis were employed to verify organizational readiness and test the respective hypotheses about organizational readiness for digital innovation, respectively. RESULTS/CONCLUSIONS: The research findings show that the organizational readiness scale for digital innovations is valid and reliable in transition economies. Findings show that the relationship between variables such as adaptation of human resources (AHR), cognitive readiness (COR), planning for new telehealth and e-health (PNTH), IT readiness (ITR), resource readiness (RR), partnership readiness (PR), and cultural readiness (CUR) are correlated with the innovations implementation effectiveness (IIE), and organizational readiness for digital innovation is positive statistically significant. Findings also suggest that Integration of old technologies (IoT) and organizational readiness for digital innovation is statistically significant and have negative relationship.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49225800","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Jessica Mesmer-Magnus, Rebecca Guidice, Martha C. Andrews, Andrew Woolum, Enrika Robertson
BACKGROUND: The 2020 pandemic yielded significant changes to work – most notable was the shift from centralized to remote work. As employers called for the return to traditional office settings, workers resumed daily commutes to/from the workplace, resurrecting stressors like work overload, time constraints, and commuting strain. OBJECTIVE: We investigate (1) how commute strain affects employees’ work frustration, burnout, and satisfaction, and (2) how supportive supervisors and work climates may attenuate its negative implications. METHODS: Using a snowball sample of 403 workplace commuters obtained through various social media, we examined worker perceptions of commute strain, frustration, burnout, and dissatisfaction. We tested mediation and moderation hypotheses using OLS path modeling via the SPSS PROCESS macro. RESULTS: Results indicate that commute strain adversely affects work frustration, burnout, and job satisfaction. The negative frustration/satisfaction and burnout/satisfaction relationships were moderated by supervisor support and work climate, respectively. CONCLUSIONS: As more workers resume the daily commute, employers must be sensitive to the added strain associated with commuting and working while commuting as well as the serious downstream consequences of these strains. Fortunately, employers can moderate the severity of these consequences through supportive supervisors and work climates.
{"title":"Implications of employees who work while commuting: A moderated mediation analysis","authors":"Jessica Mesmer-Magnus, Rebecca Guidice, Martha C. Andrews, Andrew Woolum, Enrika Robertson","doi":"10.3233/hsm-220090","DOIUrl":"https://doi.org/10.3233/hsm-220090","url":null,"abstract":"BACKGROUND: The 2020 pandemic yielded significant changes to work – most notable was the shift from centralized to remote work. As employers called for the return to traditional office settings, workers resumed daily commutes to/from the workplace, resurrecting stressors like work overload, time constraints, and commuting strain. OBJECTIVE: We investigate (1) how commute strain affects employees’ work frustration, burnout, and satisfaction, and (2) how supportive supervisors and work climates may attenuate its negative implications. METHODS: Using a snowball sample of 403 workplace commuters obtained through various social media, we examined worker perceptions of commute strain, frustration, burnout, and dissatisfaction. We tested mediation and moderation hypotheses using OLS path modeling via the SPSS PROCESS macro. RESULTS: Results indicate that commute strain adversely affects work frustration, burnout, and job satisfaction. The negative frustration/satisfaction and burnout/satisfaction relationships were moderated by supervisor support and work climate, respectively. CONCLUSIONS: As more workers resume the daily commute, employers must be sensitive to the added strain associated with commuting and working while commuting as well as the serious downstream consequences of these strains. Fortunately, employers can moderate the severity of these consequences through supportive supervisors and work climates.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48875412","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Inequality in India is quite a common phenomenon, the same is intertwined with social stratification and cultural influences. In a classical Indian setup, occupations are driven by social structure. Discrimination in the workplace in India is primarily also the result of structural inequalities. Organizations today are facing challenges in blending different cultures. This study gathered the views of Diversity, Equity and Inclusion (DEI) implementors and identified the high-impact processes that helped them to advance their work. OBJECTIVE: The primary objective of this study is to understand the high-impact practices which are being followed by employees implementing DEI in Indian organizations and how the leadership is helping them in driving DEI in their organizations. METHOD: To achieve the stated objective, this study used a semi-structured interview technique that involves asking participants a set of questions and following them up with probe questions to further explore their responses. This interview’s target group involves executives currently engaged in DEI implementation activities. The interview questions are based on the research instrument, a modified version of the Museus Context Culturally Engaging Campus Environment (CECE) model. A purposeful snowball sampling technique with predefined criteria was used for sample selection. The semi-structured interview transcripts were open-coded to derive code lists which then were axially coded for the identification of various themes. RESULTS: The study found that employee hiring & retention, engaging and supporting relationships, culturally relevant and responsive programs. and transformation framework are the four dominant high-impact practices which have significantly helped Indian organizations in implementing and advancing DEI initiatives in their organizations. CONCLUSIONS: By identifying the high-impact practices that helped Indian organizations in implementing DEI initiatives this study adds to the current body of knowledge in workplace diversity research. This study helps policymakers and other stakeholders in promoting, supporting and sustaining DEI initiatives, which now form a part of mandatory ESG (Environmental, Social, and Corporate Governance) reporting to be done by the top 1000 listed companies, Furthermore, entrepreneurs and practitioners can utilize the finding of the study as a guide.
{"title":"Perspective study on identification of high-impact processes for advancing Diversity, Equity & Inclusion (DEI) in Indian organizations","authors":"Volety Naga Sreedhar, P. Nayak","doi":"10.3233/hsm-220143","DOIUrl":"https://doi.org/10.3233/hsm-220143","url":null,"abstract":"BACKGROUND: Inequality in India is quite a common phenomenon, the same is intertwined with social stratification and cultural influences. In a classical Indian setup, occupations are driven by social structure. Discrimination in the workplace in India is primarily also the result of structural inequalities. Organizations today are facing challenges in blending different cultures. This study gathered the views of Diversity, Equity and Inclusion (DEI) implementors and identified the high-impact processes that helped them to advance their work. OBJECTIVE: The primary objective of this study is to understand the high-impact practices which are being followed by employees implementing DEI in Indian organizations and how the leadership is helping them in driving DEI in their organizations. METHOD: To achieve the stated objective, this study used a semi-structured interview technique that involves asking participants a set of questions and following them up with probe questions to further explore their responses. This interview’s target group involves executives currently engaged in DEI implementation activities. The interview questions are based on the research instrument, a modified version of the Museus Context Culturally Engaging Campus Environment (CECE) model. A purposeful snowball sampling technique with predefined criteria was used for sample selection. The semi-structured interview transcripts were open-coded to derive code lists which then were axially coded for the identification of various themes. RESULTS: The study found that employee hiring & retention, engaging and supporting relationships, culturally relevant and responsive programs. and transformation framework are the four dominant high-impact practices which have significantly helped Indian organizations in implementing and advancing DEI initiatives in their organizations. CONCLUSIONS: By identifying the high-impact practices that helped Indian organizations in implementing DEI initiatives this study adds to the current body of knowledge in workplace diversity research. This study helps policymakers and other stakeholders in promoting, supporting and sustaining DEI initiatives, which now form a part of mandatory ESG (Environmental, Social, and Corporate Governance) reporting to be done by the top 1000 listed companies, Furthermore, entrepreneurs and practitioners can utilize the finding of the study as a guide.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45836796","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Strategic planning is very important in achieving sustainable organizational performance. Therefore, leaders need to pay attention to their planning by considering the conditions they face. OBJECTIVE: This study aims to investigate the relationship between strategic planning and performance with organizational trust as a mediator and pandemic planning as a moderator. METHODS: A survey technique was used to obtain cross-sectional data on 227 food business leaders (restaurants and cafes). Furthermore, the data were analyzed using Hayes Process Macro models 4 and 8 to answer the research hypothesis. RESULTS: The results showed that strategic planning had a positive effect on organizational trust and performance. Moreover, the relationship between strategic planning and performance was mediated by organizational trust and moderated by pandemic planning. However, pandemic planning was not proven as the moderator on the relationship between strategic planning and organizational trust. CONCLUSIONS: This study contributes to the performance of the food business by relating strategic planning, pandemic planning, and trust as the drivers of organizational sustainability. Moreover, the findings have implications for leaders that the interaction of pandemic planning needs to be considered in efforts to improve organizational performance during the COVID-19 period.
背景:战略规划在实现可持续的组织绩效方面非常重要。因此，领导者需要通过考虑他们所面临的条件来关注他们的计划。目的:本研究旨在探讨战略规划与绩效之间的关系，其中组织信任为中介，大流行规划为调节因子。方法:采用问卷调查的方法，对227家餐饮企业负责人(餐馆和咖啡馆)进行横断面调查。此外，采用Hayes Process Macro模型4和8对数据进行分析，以回答研究假设。结果:战略规划对组织信任和绩效有正向影响。此外，战略规划与绩效之间的关系受组织信任的中介作用，并受流行病规划的调节作用。然而，流行病规划并未被证明是战略规划与组织信任之间关系的调节因素。结论:本研究通过将战略规划、流行病规划和信任作为组织可持续性的驱动因素，有助于食品企业的绩效。此外，研究结果还对领导者产生了影响，即在COVID-19期间提高组织绩效的努力中，需要考虑大流行规划的相互作用。
{"title":"Strategic planning and organizational performance in food business: The role of organizational trust and pandemic planning","authors":"M. Marta, S. Anggara, T. Yuniarsih, A. Sobandi","doi":"10.3233/hsm-220145","DOIUrl":"https://doi.org/10.3233/hsm-220145","url":null,"abstract":"BACKGROUND: Strategic planning is very important in achieving sustainable organizational performance. Therefore, leaders need to pay attention to their planning by considering the conditions they face. OBJECTIVE: This study aims to investigate the relationship between strategic planning and performance with organizational trust as a mediator and pandemic planning as a moderator. METHODS: A survey technique was used to obtain cross-sectional data on 227 food business leaders (restaurants and cafes). Furthermore, the data were analyzed using Hayes Process Macro models 4 and 8 to answer the research hypothesis. RESULTS: The results showed that strategic planning had a positive effect on organizational trust and performance. Moreover, the relationship between strategic planning and performance was mediated by organizational trust and moderated by pandemic planning. However, pandemic planning was not proven as the moderator on the relationship between strategic planning and organizational trust. CONCLUSIONS: This study contributes to the performance of the food business by relating strategic planning, pandemic planning, and trust as the drivers of organizational sustainability. Moreover, the findings have implications for leaders that the interaction of pandemic planning needs to be considered in efforts to improve organizational performance during the COVID-19 period.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48133460","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: In today’s data-driven society, most organizations use data to streamline their processes and achieve greater efficiencies. Human resource management is also affected by this new management style. Human Resource Analytics (HRA) is a novel and emerging method for enhancing human resource management. Due to the novelty of this field, few studies have been published in HRA. OBJECTIVE: The purpose of this paper is to investigate the primary research area of Human Resources Analytics (HRA) and to identify the research gaps. METHODS: This paper employs a systematic literature review methodology and bibliometric approach to analyze 91 pieces of academic literature published between 2008 and 2022. The exclusion and inclusion criteria of the PRISMA framework were used to select the publications. Descriptive analysis, citation analysis, three field plot analysis, and level of study analysis were some of the analysis techniques used. RESULTS: The findings showed that there has been an increase in interest in HRA recently, with most of the research coming from India. Additionally, it was found that most research are carried out at the organisational level. The main areas of research are awareness and comprehension of HRA, HRA software, HRA applications, and barriers to HRA adoption in companies. The primary study needs were determined to include post-implementation effects, an examination of industry acceptance of HRA, and factors influencing the adoption of HRA successfully. CONCLUSION: This paper makes distinctive contribution to the body of knowledge on human resource analytics while also opening up fresh directions for in-depth investigation into the use of human resource analytics in businesses.
{"title":"Investigating research in human resource analytics through the lens of systematic literature review","authors":"S. Chhetri, Devesh Kumar, Deepesh Ranabhat","doi":"10.3233/hsm-230004","DOIUrl":"https://doi.org/10.3233/hsm-230004","url":null,"abstract":"BACKGROUND: In today’s data-driven society, most organizations use data to streamline their processes and achieve greater efficiencies. Human resource management is also affected by this new management style. Human Resource Analytics (HRA) is a novel and emerging method for enhancing human resource management. Due to the novelty of this field, few studies have been published in HRA. OBJECTIVE: The purpose of this paper is to investigate the primary research area of Human Resources Analytics (HRA) and to identify the research gaps. METHODS: This paper employs a systematic literature review methodology and bibliometric approach to analyze 91 pieces of academic literature published between 2008 and 2022. The exclusion and inclusion criteria of the PRISMA framework were used to select the publications. Descriptive analysis, citation analysis, three field plot analysis, and level of study analysis were some of the analysis techniques used. RESULTS: The findings showed that there has been an increase in interest in HRA recently, with most of the research coming from India. Additionally, it was found that most research are carried out at the organisational level. The main areas of research are awareness and comprehension of HRA, HRA software, HRA applications, and barriers to HRA adoption in companies. The primary study needs were determined to include post-implementation effects, an examination of industry acceptance of HRA, and factors influencing the adoption of HRA successfully. CONCLUSION: This paper makes distinctive contribution to the body of knowledge on human resource analytics while also opening up fresh directions for in-depth investigation into the use of human resource analytics in businesses.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44204806","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: The sales stereotype has been studied since the beginning of the last century; in particular, the perceptions held by university students are relevant, because they may be reluctant to consider a career in sales due to common misconceptions about the profession. This is even more relevant as the role of the salesperson has evolved over the years, and companies are interested in hiring this profile from HEI. The Covid-19 pandemic has accelerated the change in sales, and new skills, activities and paradigms are challenging the profession. OBJECTIVE: Aiming to address a potential gap in sales education, this paper examines the perceptions of salespeople among university students, and students’ orientation toward sales careers in a changing sales environment. METHOD: Focus group methodology using a special technique of animal metaphors was used to examine how the most noticeable characteristics of animals are mapped onto salespeople. RESULTS: The pre-pandemic and post-pandemic periods seems to confirm the persistence of the overall students’ perceptions of the salesperson but at the same time new competences and skills emerge for a new generation of salespersons. CONCLUSIONS: These findings update and enrich the existing literature with a new work on sales stereotypes that sheds light on students’ perceptions of salespeople after the pandemic.
{"title":"Has everything changed or has nothing changed? Students’ perception on sales professionals after the storm","authors":"S. Cardinali, Giulia Amadio, A. Brezovec","doi":"10.3233/hsm-230012","DOIUrl":"https://doi.org/10.3233/hsm-230012","url":null,"abstract":"BACKGROUND: The sales stereotype has been studied since the beginning of the last century; in particular, the perceptions held by university students are relevant, because they may be reluctant to consider a career in sales due to common misconceptions about the profession. This is even more relevant as the role of the salesperson has evolved over the years, and companies are interested in hiring this profile from HEI. The Covid-19 pandemic has accelerated the change in sales, and new skills, activities and paradigms are challenging the profession. OBJECTIVE: Aiming to address a potential gap in sales education, this paper examines the perceptions of salespeople among university students, and students’ orientation toward sales careers in a changing sales environment. METHOD: Focus group methodology using a special technique of animal metaphors was used to examine how the most noticeable characteristics of animals are mapped onto salespeople. RESULTS: The pre-pandemic and post-pandemic periods seems to confirm the persistence of the overall students’ perceptions of the salesperson but at the same time new competences and skills emerge for a new generation of salespersons. CONCLUSIONS: These findings update and enrich the existing literature with a new work on sales stereotypes that sheds light on students’ perceptions of salespeople after the pandemic.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46007468","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Erratum to: The impact of technological alignment and advancement on firms’ project performance with mediating role of technology acceptance model","authors":"","doi":"10.3233/hsm-239002","DOIUrl":"https://doi.org/10.3233/hsm-239002","url":null,"abstract":"","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42780607","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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