scholarly journals Green Organizational Culture: A Review of Literature and Future Research Agenda

2019 ◽  
Vol 1 (1) ◽  
pp. 23-38 ◽  
Author(s):  
Rubab Tahir ◽  
Muhammad Razzaq Athar ◽  
Farida Faisal ◽  
Noor un Nissa Shahani ◽  
Banazir Solangi
Keyword(s):  
Organizational Culture ◽  
Environmental Impact ◽  
Human Resource ◽  
Future Research ◽  
Reform Process ◽  
Environmental Reporting ◽  
Environment Friendly ◽  
Holistic View ◽  
Advantages And Disadvantages ◽  
Future Research Agenda

Due to climatic changes across the globe, alignment of processes and products according to international environment standards is a rising concern for business stakeholders. Though this reform process to minimize environmental impact is occurring across different industries and countries but at a varying pace. Therefore, environmental management is still naïve and often compromised. If it is left unaddressed, it would lead to massive protests and social movements in future which will be messy to deal with, since climate change is occurring at an alarming pace. Moreover, the environmental consciousness is rising among masses, it is inevitable to deceive stakeholders for long time in this information era where controlling information is impossible. Corporate scandals and information/data leaks regarding greenwashing can lead to social protests and corporate defamation. Although in most of the countries environmental reporting is not a legal requirement however it is a societal requirement in different communities. Organizations use obfuscation eco-friendly claims, vague visual imagery, selective disclosure of corporate reports, and misleading communication modes to intentionally portray false environment-friendly claims of poor environmental performance to maintain positive social image by deceiving stakeholders. These symbolic strategic practices have stark difference with the real environmental impact. human resource managers and employees play significant role in developing and implementing such environment friendly organizational culture. Therefore, human resource function can facilitate by designing systems to build green organizational culture in organizations. In this research paper the pre-existing literature on green organizational culture in organizations is be reviewed, since in the last decade many researches were conducted on this issue. This review will give a holistic view of existing literature to the future researchers and will help them to identify research gap. Moreover, it will help practitioners and decision makers in knowing the advantages and disadvantages of green culture in organizations, so that they will understand whole impact of opting it.

The Use of E-Questionnaires in Organizational Surveys

2013 ◽  
pp. 1-23
Author(s):  
Yael Brender-Ilan ◽  
Gideon Vinitzky
Keyword(s):  
Principal Component Analysis ◽  
Cluster Analysis ◽  
Human Resource ◽  
Principal Component ◽  
Point Of View ◽  
Future Research ◽  
Advantages And Disadvantages ◽  
Organizational Surveys ◽  
Exploratory Survey ◽  
Hr Managers

In recent years, there has been an increase in academic studies that examine the advantages and disadvantages of using e-questionnaires in organizations, but these studies have tended to ignore the potential differences between human resource (HR) managers and HR consultants with regards to using this tool. This chapter examines the use of e-questionnaires from the point of view of both types of practitioners. The study includes a qualitative exploratory survey, as well as a quantitative survey. T-tests, cluster analysis, and principal component analysis are performed and results support the three propositions that are presented. Specifically, it was found that (a) HR consultants and HR managers differ in the ranking of factors they think are important when deciding whether to use e-questionnaires; (b) preference differences exist between HR managers and HR consultants - managers are more directed by organizational constraints than consultants; and (c) the groupings for e-questionnaire preferences, compared to paper-and-pencil questionnaires, are consistent with Caldwell’s (2003) four roles of HR managers. The chapter concludes with implications and suggestions for future research.

A Comparison between Concept Maps, Mind Maps, Conceptual Diagrams, and Visual Metaphors as Complementary Tools for Knowledge Construction and Sharing

2006 ◽  
Vol 5 (3) ◽  
pp. 202-210 ◽  
Author(s):  
Martin J Eppler
Keyword(s):  
Concept Maps ◽  
Real Life ◽  
University Teaching ◽  
Future Research ◽  
Mapping Technique ◽  
Advantages And Disadvantages ◽  
Visual Metaphors ◽  
Future Research Agenda ◽  
Class Room ◽  
Mind Maps

In this article, Novak's concept mapping technique is compared to three other types of visualization formats, namely mind maps, conceptual diagrams, and visual metaphors. The application parameters and the respective advantages and disadvantages of each format for learning and knowledge sharing are reviewed and discussed. It is argued that the combination of these four visualization types can play to the strength of each one. The article then provides real-life examples from such a use in undergraduate and graduate university teaching. The results provide first indications that the different visualization formats can be used in complementary ways to enhance motivation, attention, understanding and recall. The implications for a complementary use of these visualization formats in class room and meeting contexts are discussed and a future research agenda in this domain is articulated.

scholarly journals Digitization in Human Resource - Literature Review and Future Research Agenda

SAMVAD ◽  
2021 ◽  
Vol 22 (0) ◽  
pp. 21
Author(s):  
Abrar Parkar ◽  
Anushka Srivastava ◽  
Arshdeep Kaur ◽  
Ashley Geo ◽  
Swastika Bandopadhyay ◽  
...  
Keyword(s):  
Literature Review ◽  
Human Resource ◽  
Research Agenda ◽  
Future Research ◽  
Future Research Agenda

Green human resource management: a comprehensive review and future research agenda

2019 ◽  
Vol 41 (7) ◽  
pp. 845-878 ◽  
Author(s):  
Nhat Tan Pham ◽  
Hung Trong Hoang ◽  
Quyen Phu Thi Phan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Agenda ◽  
Future Research ◽  
Research Gaps ◽  
Content Type ◽  
Research Framework ◽  
Future Research Agenda ◽  
Green Human Resource Management

Purpose Green human resource management (GHRM), seen as a current research trend, plays an important role in organizations’ sustainable development strategies. However, there is still a research gap in the systematization and integration of the available GHRM-related knowledge to suggest detailed future directions. Thus, the purpose of this paper is to conduct a systematic literature review on GHRM aimed at proposing detailed research gaps and agendas for future study. Design/methodology/approach First, this work reviews 74 articles, including 61 research/empirical articles and 13 review articles, linked with the GHRM field from the Scopus and Web of Science databases. These publications are then coded and classified into ten categories before the main findings linked with GHRM knowledge are identified. Last, the study addresses existing research gaps and proposes detailed recommendations and a research framework for further studies. Findings Analysis of the relevant literature is presented in the following main sections: an overview that illustrates the existing findings related to GHRM coded and classified; a description that stresses research gaps and proposes in detail 16 recommendations; and a research framework that focuses on GHRM for a future research agenda. Originality/value This review is important for researchers orient the research in GHRM by identifying research gaps and providing detailed recommendations. It is the first work that proposes a full research framework for future studies, especially suggestions of development related to green behavior outside of organizations, the circular economy, and technology based perspectives/Industry 4.0.

Cloud computing and human resource management: systematic literature review and future research agenda

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Juan Manuel Maqueira Marín ◽  
Diessica De Oliveira-Dias ◽  
Nima Jafari Navimipour ◽  
Bhaskar Gardas ◽  
Mehmet Unal
Keyword(s):  
Cloud Computing ◽  
Literature Review ◽  
Human Resource ◽  
Research Agenda ◽  
Future Research ◽  
Content Type ◽  
Future Research Agenda ◽  
Current State ◽  
State Of Research

PurposeThis study aims to provide an overview of what characterizes the current state of research in the field of cloud computing use in human resource management (HRM) with the identification, analysis and classification of the existing literature and lines of research addressed and to provide guidance for future research.Design/methodology/approachThe systematic literature review (SLR) technique has been used to identify, select, analyze and evaluate the existing publications on cloud computing and HRM. A total of 35 papers published up to December 2020 have been obtained from the Web of Science (WoS) scientific database. The research design has allowed us to determine what characterizes the current state of research on the use of cloud computing in HRM and obtain a novel classification of the literature that identifies four lines of research and the contributions in each line and has allowed us to define the future research agenda.FindingsThe four groups into which the papers on the cloud computing-HRM relationship have been classified are: (1) studies focused on the development of cloud platforms for HRM that highlight technical aspects, (2) papers that focus on the concept of human resource elasticity, (3) papers on the adoption and/or implantation of cloud platforms for HRM and (4) studies that highlight the effects or implications of cloud platforms for HRM. This paper proposes some new opportunities for future research and presents some helpful implications from the theoretical and management perspectives.Research limitations/implicationsThis study uses only scientific articles in the WoS database with a Journal Citation Report (JCR) or SCImago Journal Rank (SJR) impact.Originality/valueThis paper provides an overview of the knowledge on cloud computing and HRM research and offers recommendations for future research.

scholarly journals Human Resource Information System: A Review of Previous Studies

2017 ◽  
Vol 9 (3) ◽  
pp. 92 ◽  
Author(s):  
Nishad Nawaz Maditheti ◽  
Anjali Mary Gomes
Keyword(s):  
Systematic Review ◽  
Information System ◽  
Information Systems ◽  
Human Resource ◽  
Future Research ◽  
Large Share ◽  
Holistic View ◽  
Human Resource Information System ◽  
Resource Information ◽  
Body Of Knowledge

Abstract Purpose - This paper aims to review research on the topic human resource information system to establish the current body of knowledge, on this regard, to suggest some promising avenues for future research.Design/methodology/approach - The present study consists of a systematic review of 155 referred articles on human resource information system.Findings - The findings contribuThis paper aims to review research on the topic human resource information system to establish the current body of knowledge, in this regard, the researchers suggest some promising avenues for future research and the study consists of a systematic review of 155 referred articles on human resource information system. The findings contribute to a more holistic view of the topic and complement the study of human resource information system. Additionally, a conceptual framework is proposed that aims at guiding and informing future research activities. This study may not enable a complete coverage of all articles in the field of human resource information system. However, based on the selected research methodology, it seems reasonable to assume that the review process covered a large share of studies available. And moreover to the best of author’s knowledge, there is no systematic review on human resource information systems previously published in academic journals.te to a more holistic view of the topic and complement the study of human resource information system. Additionally, a conceptual framework is proposed that aims at guiding and informing future research activities.Research limitations/implications - This study may not enabled a complete coverage of all articles in the field of human resource information system. However, based on the selected research methodology, it seems reasonable to assume that the review process covered a large share of studies available.Originality/value – To the best of author’s knowledge, there is no systematic review on human resource information systems previously published in academic journals.Keywords: human resource information systems, HR acquire, HR develop, HR pay, HR retain, HR interact, systemic literature reviewPaper type: Literature review

scholarly journals Human Resource Management (HRM) and Information Technology (IT): Some Empirical Evidences in the Context of Saudi Arabia

2012 ◽  
Vol 3 (1) ◽  
pp. 28-34
Author(s):  
Razali Bin Mat
Keyword(s):  
Cost Effectiveness ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Future Research ◽  
Implementation Gap ◽  
Future Research Agenda ◽  
It Implementation ◽  
Research Findings ◽  
Organizational Performances

This research is intended to examine the relationships among the use of IT by organizations, HRM performances on its functional tasks on productivity, efficiency, and cost-effectiveness, organizational performances, the IT implementation gap, HRM transformation gap, and organizational performances gap. The HRM practitioners who are registered as members of Arabian Society of Human Resource Management (ASHRM) were randomly selected as respondents to response to the questions in the questionnaire. All the four hypotheses were statistically supported. The use of IT had significant correlations with the HRM functional performances based on productivity, efficiency, and cost-effectiveness. In addition, the IT implementation gap proved to be significant to the overall performances of HRM functional task. Several practical implications from the research findings and future research agenda were discussed at the end of the report.

An investigation of the internal environment and its effect on the sustainability of social enterprises in Pakistan

2019 ◽  
Vol 12 (2) ◽  
Author(s):  
Asad Sarfaraz Khan ◽  
Qadar Bakhsh Baloch ◽  
Syed Naseeb Ullah Shah
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Structural Equation ◽  
Structural Model ◽  
Positive Impact ◽  
Social Enterprises ◽  
Equation Modeling ◽  
Future Research ◽  
Internal Environment ◽  
Study Results

This study aims to examine how factors related to internal environment (i.e. human resource skills, organizational culture and funding) affect the sustainability of social enterprises in Pakistan. The three internal factors i.e. human resource skills; organizational culture and funding were hypothesized to have a positive impact on the sustainability of social enterprises in Pakistan. The study employed questionnaire survey to collect data from a total of 300 respondents using convenient sampling. The theoretical model proposed in the current study was tested using structural equation modeling. The structural model supports all hypotheses proposed in the current study. Results suggest that human resource skills, organizational culture and funding have significant positive impact on the sustainability of social enterprises in Pakistan. The study also demonstrates implications for researchers and practitioners with avenues for future research. Keywords: Social enterprises, sustainability, organization culture, funding, human resource skills.

Location and International Strategy Formation

2020 ◽  
pp. 75-87
Author(s):  
Ram Mudambi
Keyword(s):  
Multinational Enterprises ◽  
Research Question ◽  
International Strategy ◽  
Future Research ◽  
Holistic View ◽  
Knowledge Resources ◽  
Future Research Agenda ◽  
Control Dimension ◽  
Key Dimensions ◽  
Location Strategies

By now, it is generally accepted that the two key dimensions of international business (IB) strategy are location and control. Multinational enterprises (MNEs) must therefore decide where to locate their international operations and how to control their activities there. Virtually every research question associated with IB strategy is related to one or both of these dimensions. This chapter will focus on the location dimension, while recognizing that the control dimension is its ever-present complement. Historically, MNEs expanded into international locations in order to seek local, natural resources unavailable in their home countries. However, at present, it is the MNEs’ search for knowledge resources that dominates their location strategies. Over the last decade, the rise of global value chains (GVCs) has become one of the primary factors motivating scholars to integrate insights from IB and economic geography to develop a more holistic view of the location dimension of MNE strategy. We discuss the evolution of key intellectual ideas in the area of IB location strategies to then propose a future research agenda.

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.

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