Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework

Artificial intelligence (AI) affects human resource management (HRM), and in so doing, it is transforming the nature of work, workers and workplaces. While AI-assisted HRM is increasingly considered a strategy for improving organizational productivity, the academic literature has not yet offered a strategic framework to guide HR managers in adopting and implementing it. However, existing research in this area offers an opportunity to build such a framework. This systematic review of 67 peer-reviewed articles helps to achieve this objective. We critically examine the organizational and employee-centric outcomes of AI-assisted HRM and develop a strategic framework to guide its practice and future research.     

HRM in entrepreneurial firms: A systematic review and research agenda

This review aims at synthesizing and assessing the literature on human resource management (HRM) in entrepreneurial firms. Our review over the time period 2004–2020 is relevant as entrepreneurial firms have a central role in the economy and are important for technological advancement and employment. Furthermore, managing entrepreneurial firms differs significantly from managing established firms. Using a systematic review method, we develop a framework of HRM in entrepreneurial firms, in which we present the current state of the literature, accounting for antecedents, outcomes, and the organizational context. Importantly, we also offer a compelling research agenda for future work on HRM in entrepreneurial firms.     

Taking stock of expatriates’ career success after international assignments: A review and future research agenda

This systematic literature review explores studies addressing the objective career success and subjective career success of company-assigned and self-initiated expatriates after their long-term international assignments. Expatriate work is defined as high-density work that affects employee learning and career trajectories. We develop a holistic expatriate career success framework exploring the following questions: 1) What individual career impact results from international assignments? 2) What are the antecedents of such career success? and 3) What are the outcomes of assignees’ career success? A previously neglected range of theoretical perspectives, antecedents, and outcomes of expatriate career success is identified. Subsequently, a threefold contribution is made. First, we extend the conceptualization of international work density to unveil the differences between general and global career concepts. Second, we identify promising theories that have not been utilized in expatriation research, emphasizing context-related and learning theories that chime with the specific nature of global careers. Lastly, we suggest an extensive future research agenda.     

Say on pay and executive compensation: A systematic review and suggestions for developing the field

Say on pay (SOP) is a form of shareholder activism where shareholders express their opinions on executive compensation by casting a vote in the annual general meeting. To date, although a large variety of results, antecedents and outcomes have been mentioned and discussed, knowledge about SOP is still limited. This study, through a systematic literature review of 44 articles on SOP published between 2010 and 2018 in finance and management journals, aims to explore our understanding of SOP effectiveness by analyzing its conceptualization, theoretical foundations, methodological issues, antecedents and derived outcomes. After identifying some common patterns in SOP effectiveness that reflect a specific governance contextualization, we provide a guide to develop future research in the field, highlighting key implications for human resource management academics and practitioners.     

Workplace mindfulness: An integrative review of antecedents,mediators, and moderators

In recent years, research on and the practice of mindfulness have received greater attention in organizational scholarship. Much of the prior work in this area is directed at the workplace outcomes of mindfulness interventions in terms of employees' well-being, relationships, and performance. Meanwhile, there is an absence of work that integrates research findings concerning individual and workplace factors that affect workplace mindfulness and determine when and how they influence workplace outcomes. This article reviews current organizational literature concerning potential antecedents of workplace mindfulness as well as mediating mechanisms and boundary conditions of the relationship between workplace mindfulness and workplace outcomes. Based on 32 selected studies, an integrated framework of workplace mindfulness is developed, helping us to summarize the extant scholarship in this area. The framework provides a foundation for an emerging research area and outlines key directions for future research.     

Artificial Intelligence–HRM Interactions and Outcomes: A Systematic Review and Causal Configurational Explanation

Artificial intelligence (AI) systems and applications based on them are fast pervading the various functions of an organization. While AI systems enhance organizational performance, thereby catching the attention of the decision makers, they nonetheless pose threats of job losses for human resources. This in turn pose challenges to human resource managers, tasked with governing the AI adoption processes. However, these challenges afford opportunities to critically examine the various facets of AI systems as they interface with human resources. To that end, we systematically review the literature at the intersection of AI and human resource management (HRM). Using the configurational approach, we identify the evolution of different theme based causal configurations in conceptual and empirical research and the outcomes of AI-HRM interaction. We observe incremental mutations in thematic causal configurations as the literature evolves and also provide thematic configuration based explanations to beneficial and reactionary outcomes in the AI-HRM interaction process.     

Psychological safety: A systematic review of the literature

Since the concept of psychological safety was introduced, empirical research on its antecedents, outcomes, and moderators at different levels of analysis has proliferated. Given a burgeoning body of empirical evidence, a systematic review of the psychological safety literature is warranted. As well as reviewing empirical work on psychological safety, the present article highlights gaps in the literature and provides direction for future work. In doing so, it highlights the need to advance our understanding of psychological safety through the integration of key theoretical perspectives to explain how psychological safety develops and influences work outcomes at different levels of analysis. Suggestions for future empirical research to advance our understanding of psychological safety are also provided.     

What motivates the adoption of green restaurant products and services? A systematic review and future research agenda

Issues regarding green restaurants have received significant scholarly and practitioner attention in the last decade, particularly concerning why consumers adopt green restaurants. Although several reviews exist on green hospitality, a comprehensive review of the literature on consumers' green restaurant adoption is currently lacking. The following systematic literature review examines 50 research studies published on the consumer adoption of green restaurant services to address this gap accordingly. Through a detailed content analysis, the research profile and thematic analysis are presented. The review further identifies four key thematic foci: (a) consumer behavior variables studied, (b) antecedents internal to the consumer, (c) antecedents due to the perception of external factors, and (d) moderators. Limitations and gaps from each of the themes are offered with potential future research questions. The novelty of the review lies in the development of a “green restaurant adoption research framework” that cuts across multiple theoretical perspectives to summarize why consumers adopt green restaurant services.     

AI-augmented HRM: Antecedents,assimilation and multilevel consequences

The current literature on the use of disruptive innovative technologies, such as artificial intelligence (AI) for human resource management (HRM) function, lacks a theoretical basis for understanding. Further, the adoption and implementation of AI-augmented HRM, which holds promise for delivering several operational, relational and transformational benefits, is at best patchy and incomplete. Integrating the technology, organisation and people (TOP) framework with core elements of the theory of innovation assimilation and its impact on a range of AI-Augmented HRM outcomes, or what we refer to as (HRM^(AI)), this paper develops a coherent and integrated theoretical framework of HRM^(AI) assimilation. Such a framework is timely as several post-adoption challenges, such as the dark side of processual factors in innovation assimilation and system-level factors, which, if unattended, can lead to the opacity of AI applications, thereby affecting the success of any HRM^(AI). Our model proposes several testable future research propositions for advancing scholarship in this area. We conclude with implications for theory and practice.     

Transparency of nonprofit organizations: An integrative framework and research agenda

Over the past 20 years, as the study of transparency has evolved into a burgeoning multidisciplinary field, nonprofit scholars have developed an impressive body of research on the antecedents and outcomes of the transparency of nonprofit organizations (NPOs). From both theoretical and practical purposes, it is necessary to develop an overall picture of such antecedents and outcomes, to allow scholars and NPOs to understand why, when, and how transparency should be implemented. Current studies provide a fragmented view, focused on specific elements of NPO transparency; with a systematic literature review of 76 articles, this article offers both an integrative framework of the antecedents and outcomes of NPO transparency and an agenda for research, based on a critical analysis of the integrative framework. Four relevant research orientations emerge: (1) direction of NPO transparency, (2) distinguishing actual from perceived transparency, (3) the dark side of NPO transparency, and (4) NPO transparency contingency factors. Research along these four orientations could add nuance to existing knowledge of transparency and provide key insights with regard to why, when, and how transparency works.     

ENACTMENT IN MANAGERIAL JOBS: A ROLE ANALYSIS*

Research into managerial jobs and behaviour has been appropriately criticized for being acontextual and atheoretical. Hales (1986) suggested that role theory could provide one suitable theoretical framework. This article assesses the merit of that suggestion and then develops it by proposing a theoretical model of the antecedents of a manager's impact on the expectations held by others that partially define the job. the analysis integrates research from the fields of managerial behaviour, leadership dyads, symbolic interactionism, and idiosyncratic jobs to produce a more comprehensive model of the determinants of ‘expectation enactment’in managerial jobs. It brings an enactment or ‘emergence’perspective to the field of managerial jobs and behaviour that is consistent with recent developments in other parts of the organizations and management studies literature. Implications for future research are discussed.     

From patchwork to theory development: mapping and advancing research about business portfolio restructuring

While research on corporate or business portfolio restructuring has become an independent part of corporate restructuring research, the respective scholarly literature is in need of a systematic review that identifies the substantiated state of knowledge and reveals future research opportunities in this field of strategic management. The objective of our study is to fill this gap. Combining several literature retrieval methods 73 studies are identified and analyzed. As a result, current shortcomings in theory-building and empirical portfolio restructuring research are highlighted applying a framework that distinguishes between antecedents, processes, and outcomes of portfolio restructuring activities. The contribution of this paper goes beyond listing past achievements and disregarded issues as it proposes several directions for future research. Specifically, there is an urgent need for studying restructuring processes and the corresponding development or use of appropriate research methods.     

Organizational commitment in the context of multinational corporations: a critical review and directions for future research

Abstract

The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single country or region, studies have also emerged examining the OC of employees working in multinational corporations (MNCs). However, there has been no attempt to comprehensively review and synthesize the literature in this area, limiting our understanding on how to effectively manage OC in MNCs. The present study conducts a systematic review of empirical literature on OC in the MNC context. We review literature on the theoretical foundations, antecedents and outcomes of OC in MNCs, and evaluate empirical papers that expand our understanding of the nomological network of constructs to which OC is related in the MNC context. Building on the review, we then present a future research agenda, which targets opportunities for empirical and theoretical advancement of research on OC in the MNC setting.     

The impact of disability-assistance animals on the psychological health of workplaces: A systematic review

This study presents a systematic review of the impact of disability-assistance animals in the workplace. While the importance of establishing workplace diversity initiatives is widely established, there is little thought as to how organizations can support it beyond legal compliance with anti-discrimination laws. This paper adopts an innovative approach to analysing diversity, combining business, psychology and law literature to identify the positive and negative implications of disability assistance animals in the workplace. The literature review reveals three benefits to having assistance animals in the workplace: it positively affects disability support; it improves the productivity and psychological health of employees; and it increases workplace attractiveness. However, because these positive effects may be moderated by individual preferences, we acknowledge potential negative effects, such as allergies, phobias and disruptions when animals are introduced to a workplace. We conclude by presenting a framework to guide future research, and analysing the practical and theoretical implications of assistance animals in the workplace.     

Role stress and entrepreneurship research

Entrepreneurship as a domain of research has grown by benefiting from more established disciplines. However, a commonality in the early stages of applying established theories to entrepreneurship is the lack of grounded research frameworks. This paper reviews literature on role stress and develops a conceptual framework that illustrates how this construct can serve entrepreneurship research. Based on a review of psychological and sociological literature, the paper proposes a model of antecedents and consequences to entrepreneur role stress. Suggestions for future research and practical implications are also presented.     

The role of artificial intelligence in the procurement process: State of the art and research agenda

Artificial intelligence (AI) is widely adopted in many areas, but it is still in its infancy in procurement, despite its potential. To map the state of the art of both research and practice and identify future research directions, this paper presents a mixed methodology exploratory study of the role of AI in the procurement process. The paper combines a systematic literature review, a mapping of the offerings of providers of AI-based procurement platforms and a focus group with procurement managers. Results map the functionalities of AI-based solutions throughout the procurement process, describe benefits and challenges to their adoption and identify future research directions.     

From curse to cure of workplace ostracism: A systematic review and future research agenda

Workplace ostracism is mistreatment in disguise that has spread its roots deep into organizations. This research has a threefold purpose. Firstly, to shed light on its seriousness by highlighting its personal, relational, and organizational impacts. Secondly, to identify buffering mechanisms that nullify its damaging impacts. Finally, to offer novel avenues for future research. The systematic review of 89 articles reveals workplace ostracism causes significant damages to employees, their personal and professional relationships, and organizations. It also reveals that employees' traits, abilities, skills, psychological states, job-related factors, support, culture, and religiousness cushion against ostracism's adverse impacts. Perhaps this is the first review that highlights workplace ostracism's relational impacts and systematically and comprehensively summarizes its buffering mechanisms as the cure to its curse. This review identifies literature gaps and proposes a future research framework and other future research directions for scholars to address them. It concludes with a discussion of practical implications.     

What drives the adoption and consumption of green hotel products and services? A systematic literature review of past achievement and future promises

The current study utilises the time-tested systematic literature review (SLR) method to identify and analyse 76 studies addressing the consumer adoption of green hotels. The results of the research profile analysis show that the literature on consumers' adoption and consumption of green hotel products and services is expanding and gaining more recognition from researchers working in Asian contexts, particularly China, Taiwan and India. Moreover, the qualitative thematic analysis yields four key themes, (a) consumer behaviour variables addressed, (b) antecedents and mediators of green hotel adoption, (c) moderators of the relationship and (d) methodological considerations, for which limitations and future research directions are identified accordingly. The main novelty of the study lies in the development of a unified framework of consumer adoption and consumption of green hotel products and services that calls for a multitheoretic examination of the issue. This review is among the first to consolidate the growing literature on consumer adoption and consumption of green hotel products and services.     

Global,Local, or Regional? The Locus of MNE Strategies

This paper provides an overview of the main insights arising from the ‘regional strategy’ literature. It also develops the contours of a new, rich research agenda for future international strategy scholarship, whereby the region should be introduced as an explicit, third geographic level of analysis, in addition to the country‐level and the global level. Regional strategy analysis requires a fundamental rethink of mainstream theories in the international strategy sphere. This rethink involves, inter alia, internalization theory, with its resource‐based view and transaction cost economics components, as well as the integration (I) – national responsiveness (NR) framework.     

An interdisciplinary review of AI and HRM: Challenges and future directions

Artificial intelligence (AI) has the potential to change the future of human resource management (HRM). Scholars from different disciplines have contributed to the field of AI in HRM but with rather insufficient cross-fertilization, thus leading to a fragmented body of knowledge. In response, we conducted a systematic, interdisciplinary review of 184 articles to provide a comprehensive overview. We grouped prior research into four categories based on discipline: management and economics, computer science, engineering and operations, and others. The findings reveal that studies in different disciplines had different research foci and utilized different methods. While studies in the technical disciplines tended to focus on the development of AI for specific HRM functions, studies from the other disciplines tended to focus on the consequences of AI on HRM, jobs, and labor markets. Most studies in all categories were relatively weak in theoretical development. We therefore offer recommendations for interdisciplinary collaborations, propose a unified definition of AI, and provide implications for research and practice.