Age Stereotypes in the Workplace: Common Stereotypes, Moderators, and Future Research Directions†

2007 ◽  
Vol 35 (1) ◽  
pp. 158-188 ◽  
Author(s):  
Richard A. Posthuma ◽  
Michael A. Campion
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Articles ◽  
Future Research ◽  
Research Directions ◽  
Age Stereotypes ◽  
Work Settings ◽  
Future Research Directions ◽  
Recommendations For Practice

The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work settings, evidence refuting age stereotypes, and moderators of age stereotypes. The authors provide recommendations for practice and future research.

Integration of Micro-Blogs into the Human Resource Management (HRM) Areas of Recruitment and Selection

2015 ◽  
pp. 226-250 ◽  
Author(s):  
Ryan J Petty ◽  
Laxmikant Manroop ◽  
Sara Linton
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Dilemmas ◽  
Future Research ◽  
Journal Articles ◽  
Social Media Platforms ◽  
Future Research Directions ◽  
The Subject ◽  
Recruitment And Selection

This chapter examines the use of micro-blogs in the human resource management (HRM) areas of recruitment and selection. While there is much attention in the popular press and practitioner literature about how HRM is incorporating micro-blogging and related social media platforms to help execute basic HRM functions, scholarly research on the subject is sparse, with only a handful of peer-reviewed journal articles/edited books. Although these works have contributed much to our understanding, we still know very little about how specific HRM practices can incorporate micro-blogs to achieve competitiveness. We also know very little about the legal and ethical dilemmas associated with using micro-blogs and how employers in general and HRM in particular can circumvent these problems. This chapter will address these issues and will conclude with future research directions that might be used as a platform for subsequent conceptual and empirical research.

scholarly journals Application of artificial intelligence in human resource management in the agricultural sector

2021 ◽  
Vol 258 ◽  
pp. 01010
Author(s):  
Svetlana Evseeva ◽  
Oksana Evseeva ◽  
Andrei Burmistrov ◽  
Maria Siniavina
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Agricultural Sector ◽  
Future Research ◽  
Wide Range ◽  
Artificial Intelligence Technology ◽  
Future Research Directions ◽  
Management Functions

Digitalization of all spheres of life has become one of the main directions of development in many countries of the world. Artificial intelligence technology has a wide range of applications in various fields. The study aims to identify artificial intelligence usage in human resource management by analysing functions. Qualitative methods are used in the study. As the result, artificial intelligence tools were analysed by matching them on human resource management functions: recruitment, onboarding, assessment, training and development, talent management, salary system, culture and engagement management, management and leadership, misconduct and compliance. Artificial intelligence technologies provide many opportunities for modern companies. Study in detail companies using AI in HR functions and possible changes in the HR manager profession and role of HR in business are future research directions.

Aligning organizational culture and strategic human resource management

2017 ◽  
Vol 36 (10) ◽  
pp. 1260-1269 ◽  
Author(s):  
Teresa Harrison ◽  
Joshua D. Bazzy
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Conceptual Model ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Future Research ◽  
Content Type ◽  
Future Research Directions

Purpose As strategic human resource management (SHRM) continues to grow as an important issue for organizations, it is imperative to examine all factors that contribute to the success and failure of the organization’s human resources (HR) and strategy implementation. The purpose of this paper is to demonstrate that organizational culture should be an integral factor when considering SHRM. The authors also present a model for the strategy-culture-SHRM linkage and propositions to guide future research. Design/methodology/approach The authors present a conceptual model proposing organizational culture as a moderator of the relationship between an organization’s strategy and SHRM. Findings In addition to the conceptual model, the authors present a number of testable propositions for determining how firm performance and effectiveness may depend on the linkage between strategy and the utilization of HR as a competitive advantage. Originality/value Currently, there is a lack of research regarding the conceptualization of organizational culture as a moderator between an organization’s strategy and SHRM. We discuss the importance of the alignment of HR both as a source of competitive advantage and an influence on an organization’s strategy. The authors integrate the current research to create arguments for testable propositions and future research directions. The authors also argue that misalignments may occur which may prove detrimental to the organization.

scholarly journals Literature Review on Good Governance in the Organizations through Human Resource Management: A Corporate Level Analysis

2016 ◽  
Vol 9 (8) ◽  
pp. 14 ◽  
Author(s):  
Anthonypillai Anton Arulrajah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Good Governance ◽  
Future Research ◽  
Economic Basis ◽  
Effectiveness And Efficiency ◽  
The Relationship ◽  
Corporate Level ◽  
Level Analysis

<p>The objective of this review is to analyze the contribution of human resource management (HRM) in creating good governance in the organizations. A theoretical framework concerning the characteristics of good governance and the contribution of human resource management based on those characteristics were developed. The relationship between human resource management and creating good governance in the organizations, which is based on social, ethical, democratic, and economic basis, involves some important aspects concerning people management aspects such as participation, consensus orientation, accountability, transparency, responsiveness, effectiveness and efficiency, equity and inclusiveness, and following the laws and regulations. The integration of characteristics of good governance with possible approaches and practices of HRM leads to developing a model which underpins the contribution of HRM to create and practice good governance in the organizations. Based on this model, propositions and recommendations for future research on this theme are presented.</p>

Local isomorphism and multinational enterprises’ human resource management practices: Extending the research agenda

2018 ◽  
pp. 1-16 ◽  
Author(s):  
Desmond Tutu Ayentimi ◽  
John Burgess ◽  
Kantha Dayaram
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Multinational Enterprises ◽  
Management Practices ◽  
Institutional Setting ◽  
Future Research ◽  
Local Isomorphism ◽  
Human Resource Management Practices

AbstractLocal isomorphism constitutes the regulatory, cognitive and normative profile of a host country. The regulatory institutional setting reflects the rules and legislation governing collective bargaining agreements, trade unions, local content laws and employment relationships. The cultural or cognitive dimension supports the widely held cultural and social knowledge and the normative profile acknowledges the influences of social groups and organizations on acceptable normative behaviour. Earlier literature lends support to the importance of institutional profile and its influence on the design and implementation of multinational enterprises’ human resource management policies and practices. This paper seeks to advance the concept of local isomorphism and highlight the implications of local isomorphism for future research on the transfer of multinational enterprises’ human resource management practices across and between subsidiaries.

scholarly journals Research status of human resource management in China based on scientific knowledge map

2021 ◽  
Vol 251 ◽  
pp. 03096
Author(s):  
Kun Qian ◽  
Yingxue Li ◽  
Yuenan Lv ◽  
Xiaonan Yang
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Scientific Knowledge ◽  
Visual Analysis ◽  
Future Research ◽  
Knowledge Map ◽  
Management Research ◽  
And Cluster Analysis

In order to accurately grasp the current research frontier of human resource management, according to certain retrieval conditions, 2724 literatures published from 2011 to 2021 were retrieved from CNKI database as data samples. CiteSpace software was used for visual analysis, CO citation analysis and cluster analysis were carried out on these literature data, and the corresponding knowledge map was drawn. The objective of this paper is to show the hot topics and cutting-edge trends of human resource management research in China and draw the current situation of human resource management research in China, in order to provide reference for future research.

Workplace Spirituality in HRM

2021 ◽  
Vol 138-139 (1-2) ◽  
pp. 173-194
Author(s):  
Joanna Samul
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Web Of Science ◽  
Workplace Spirituality ◽  
Future Research ◽  
Shed Light ◽  
The Web

The paper presents the main topics of research in the field of workplace spirituality in the context of human resource management (HRM). The study is based on a literature review and bibliometric analysis of publications in order to determine the main topics undertaken in this field and their importance for human resource management. In total, 123 publications from the Web of Science database from the years 1999–2020 were analyzed using cluster analysis applying the VOSviewer method. The paper provides definitions and dimensions of workplace spirituality, and considers the significance of spirituality in human resource management. The contribution of the research is to shed light on the concept of a spiritual workplace in HRM and to indicate directions for future research in this field.

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