Micro-foundational HRM has advanced our understanding of how employees perceive and respond to HR practices, yet explanations of how HR systems can generate and sustain coordinated action in day-to-day work remain underspecified. This article presents a theory-building integrative review that...

Organizations increasingly deploy artificial intelligence (AI) in human resource (HR) decision processes to improve efficiency and strategic execution, yet ethical failures persist when principles remain decoupled from everyday workflow enactment. This paper addresses AI-ethics in HR practice by...

This study examines the direct and indirect effects of green human resource management (GHRM) on job satisfaction, with organizational pride as a mediator and ethical leadership and psychological empowerment as moderators. Data were collected in three waves from 308 respondents in Pakistan's...

The concept of Environmental, Social, and Governance (ESG) has emerged as a central framework for organizational sustainability, alongside employee performance and retention as critical human capital outcomes. This study addresses a notable gap in the literature by situating ESG practices within...

Although Generative Artificial Intelligence (GenAI) has the potential to transform Human Resource Management (HRM), empirical research on its actual use is still rare. This study aims to investigate how HR professionals use GenAI in HRM, the benefits and challenges they associate with it, and...

This human resources management project was carried out by the University of the Algarve to apply an innovative vision of agile practices to the hospitality and tourism sector. Recently, agile human resources have attracted increasing interest among professionals. Starting with the Agile...

In today's world, characterised by rapid technological advances, particularly in AI, companies are compelled to acquire knowledge through employee training. This article seeks to empirically validate four hypotheses derived from a theoretical model identifying key factors firms should consider...

This study investigates the determinants of turnover intention among real estate sales professionals in Lebanon and the United Arab Emirates (UAE), two markets that represent contrasting economic realities within the MENA region. Drawing on Herzberg's Two-Factor Theory, Vroom's Expectancy...

Digital transformation, defined as the adoption and application of emerging digital technologies, is becoming a growing trend. However, the academic literature still lacks a comprehensive understanding of the impacts of these technologies in human resource management (HRM) at organisational and...

Literature supports the notion that green human resource management (HRM), an emerging and effective HRM strategy, leads to superior environmental performance. Yet, insufficient attention has been paid to whether green HRM can improve organisations' green innovation, and on the impact that...

This study examines how digital competencies, digital human resource management, and organizational culture influence the digital transformation of small and mediumsized enterprises (SMEs) in Lima, Peru. A quantitative, non-experimental, cross-sectional approach was applied to a sample of 307...

Workplace behaviors and employee outcomes, such as team functioning, job satisfaction, and intentions to leave, are crucial for healthcare quality and safety. It highlights the substantial productivity, societal, and economic costs of worker well-being. Against this backdrop, this study examines...

The research elaborates on and empirically verifies an integrative model that describes how the combination of various workplace resources results in the improvement of employee and organizational outcomes. It is based on the Job Demands-Resources model and the Resource-Based View to...

Previous studies on innovative work behavior (GIWB) have mainly focused on exploring its favorable sustainable consequences and its unseen potential harmful outcomes. To address this gap, this study sought to explore the associations between GIWB and perceived greenwashing, work exhaustion, and...

As sustainability becomes a strategic priority, the Information Technology (IT) sector faces pressure on both reducing its environmental impact and leading in innovation. This study examines how Green Human Resource Management (GHRM) practices influence employees' Green IT Attitudes (GITA) and...

This study examines the influence of talent management on the competitive performance of small and medium-sized enterprises (SMEs), incorporating innovation as a mediating variable and institutional support as a moderating factor. Drawing on data from 1721 Spanish SMEs and employing partial...

This study examined the relationship between employees' personal work values, their alignment with organizational values, and their effects on employee engagement and turnover intention, with a focus on generational differences. Drawing on the Person-Environment Fit framework, the Job...

Many workers value purpose and meaning in their jobs alongside income, and firms need to align these preferences with profit goals. This paper develops a dynamic model in which firms invest in ”purpose” to enhance job meaning and motivate effort. Workers, who differ in productivity, choose...

The use of business intelligence (BI) is becoming more common in many fields to help managers make better decisions. There are not many empirical studies on BI. The objective of this research is to analyze the influence of business intelligence capabilities, business intelligence infrastructure,...

Indonesia has considerable potential for zakat compared to other countries. However, its governance structure is insufficient, particularly in the recognition and professionalization of Amil (zakat managers). The Amil profession is considered inadequately recognized by law and insufficiently...

This research demonstrates that the relationship between Green Human Resource Management (GHRM) practices and Sustainable Supply Chain Management (SSCM) perfor-mance is mediated by organizational capabilities rather than a direct process, and this effect is supported by the Resource-Based View...

Research purpose - This study examines the impact of Human Resource Manage-ment (HRM) practices: recruitment, training, compensation, and performance evaluation, on employees' Organisational Citizenship Behaviour (OCB) in Moroccan companies.Research methodology- A quantitative approach was...

Purpose The paper analyzes and develops Chiva's (2014) proposal on the common welfare HRM system and uncovers its relationship with innovativeness, using altruism as a mediator. Design/methodology/approach The common welfare HRM system implies a certain human and organizational development of...

In the highly complex world of human resource management (HRM), organizations need to maintain both an inward and an outward approach in times of crisis. To adequately manage human resources, it is necessary to consider the environment and the literature on turnaround strategy. This study...

The purpose of this study is to understand employees' attributions of human resource management (HRM) practices and how these attributions confuence with employees' creativity. We propose the concept of human resource attribution (HR attribution) as a construct that can aid in understanding...