PurposeThe disruptive human resource management (HRM) technologies are now considered a significant facilitator to change and benefit the entire HRM landscape. This view needs to be further verified by reviewing the knowledge on the subject in the empirical research landscape. Thus, the study's objectives were to find (1) the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies.Design/methodology/approachThe article is a literature review that was followed by the systematic literature review and the preferred reporting items for systematic reviews and meta-analyses (PRISMA). The review considered 45 articles published during the 2008–2021 period extracted from the Scopus database, and bibliometric analysis was performed to achieve the research objectives.FindingsThe results found that scholarly attention has been given to electronic HRM (E-HRM) rather than the disruptive HRM technologies. The areas investigated include the determinants of intention, adoptions and use of E-HRM and the outcomes of E-HRM adoptions and use. These outcomes can be further divided into general outcomes and HRM outcomes.Research limitations/implicationsThe findings reveal gaps in E-HRM research and disruptive HRM technologies remain untapped in the empirical research landscape. Hence, the study findings provide some implications for future research and applications.Originality/valueThe study found empirically proven determinants of E-HRM intention, adoptions and use and E-HRM adoptions and use outcomes. These were found in the studies conducted during the 2008–2021 period.

PurposeEven though researchers have discussed gender stereotype change, only a few studies have specifically projected outcomes or consequences. Hence, the main purpose of this study is to examine the impact of gender stereotype change concerning the different outcomes.Design/methodology/approachIn achieving the purpose, the authors searched and reviewed current empirical knowledge on the outcomes of gender stereotype change in the Scopus and EBSCOhost databases from 1970 to 2020. The entire process was conducted through a systematic literature review methodology. The article selection criteria were executed using the PRISMA article selection flowchart steps, and 15 articles were included for the review.FindingsThe findings reveal that the outcomes from gender stereotype change research can be categorized mainly under the themes of “family and children,” “marriage” and “equality and women's employment.”Research limitations/implicationsThe co-occurrence network visualization map reveals gaps in the existing literature. There may be more possible outcomes relating to the current realities, and more cross-cultural research is needed.Practical implicationsThese outcomes provide some implications for policymakers.Originality/valueEven though researchers have discussed gender stereotype change on its various outcomes or consequences, research is less. Hence, this study provides a synthesis of consequences and addresses the gaps in the area.

Reviews on Work-Family Conflicts (WFCs) research are done to establish new knowledge and to set future research directions as the subject evolves and the gaps in existing reviews need to be filled in. The purpose of the research was to find out the common areas addressed in the empirical research landscape on WFCs during the last five years and the areas that need more focus for future research. The study used the systematic literature review methodology using the PRISMA framework. Four hundred twenty (420) empirical studies conducted between 2015 and 2020 were considered for the review. The finding revealed that eleven common areas had been addressed. They can be categorized into four themes: “volatile resources, gender, and mental health outcomes”, “social support, work-life balance policies, and well-being problems”, “emotional exhaustion and work-family enrichment” and “job-related outcomes”. The results have implications for theory, practitioners, and future researchers. Furthermore, there were some limitations to this study.

Changing gender stereotypes is an essential topic among researchers since the 1970s. The debate on this subject continues in the twenty-first century. Some researchers argue that gender stereotypes have not changed, since it is supported by some solid theoretical foundations and its inherent nature of social interpretation. Moreover, there are gaps in the existing literature, regarding who gets the relative advantage on gender stereotype change and the different outcomes of changing gender stereotypes. Hence, this article reviews the changing gender stereotypes in three perspectives: whether it is prevalent in the whole contemporary world, who gets the relative advantage in gender stereotype change and the realities reflected by the outcomes of changing gender stereotypes. Before these three perspectives, we provide a comprehensive understanding of the definitions, origins and components of changing gender stereotypes. The lack of which may have been an underlying cause of confusion about the concept and its realities. Therefore, this article seeks to evaluate the changing gender stereotypes to provide insights into changing gender stereotypes in the contemporary world, the realities of changing gender stereotypes and directions for future researchers.

This study aims to identify the human resources challenges existing in the apparel sector of Sri Lanka and provide recommendations to secure with managing the barriers to go ahead with future sustainability in the industry. The research approach is qualitative and followed the case study method. Face to face interviews was the method of collecting data by following a semi-structured questionnaire for the research, and the data analysis method was the thematic analysis. The finding demonstrates nine core human resources challenges in the apparel industry in Sri Lanka.