Bibliometric analyses on the emergence and present growth of humanistic management

Vui-Yee, Koon

doi:10.1108/ijoes-03-2021-0062

Cited by 11 publications

(5 citation statements)

References 49 publications

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“…The last two decades have brought an increase in the number of scientific studies on humanistic management, which primarily emphasize the value of man, respect for individual dignity, and improvement of the quality of life. This will be the subject of the author's further research [5]. Therefore, it should be underlined once again that these postulates of humanistic management are consistent with the assumptions of sustainable development and the functioning of a sustainable organization [6].…”

Section: Introductionmentioning

confidence: 73%

Digitalization of Work and Human Resources Processes as a Way to Create a Sustainable and Ethical Organization

2021

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Remote and hybrid working models and accelerated digitalization of the human resources processes were introduced in most organizations worldwide as a consequence of the COVD-19 pandemic. This digital revolution at the workplace was forced by extraordinary circumstances, thus its impact had not been anticipated before. This motivated the authors to study the new work reality. The research was based on a hypothesis that the digitalization of work and the human resources processes, approaches organizations to the sustainable development ideal. Sustainability is here understood as maintaining a balance between economic, environmental, and social factors. The authors analyzed the impact between the digital processes and the way of working on the following areas: CO2 emissions, creating plastic waste, saving energy, creating a gender-diverse and inclusive workplace. To verify the hypothesis, the authors used their own original and desk research. The original research was conducted within a Berlin-based tech startup between March 2020 and August 2021. Additionally, the authors ran surveys among international startups and scale-ups. Based on their findings the authors concluded that there can be a positive correlation between digitalization and increased organizational sustainability. This result is significant not only for the human resources specialists but can indicate a direction for a general business strategy.

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Section: Introductionmentioning

confidence: 73%

Digitalization of Work and Human Resources Processes as a Way to Create a Sustainable and Ethical Organization

2021

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“…We have filled the gap in CSR theory by uncovering its humanistic processes to fulfill its humanistic role as an essential dimension of CSR (Wang et al. , 2016; Koon, 2021). In particular, we have articulated humanistic dimensions of CSR that strengthen human-interface social responsibility between employers and employees by promoting an employee-centric workplace, healthy internal communication, holistic compensation, CSR commitment and holistic training and development amongst employers and employees.…”

Section: Discussionmentioning

confidence: 99%

“…Our study expanded CSR/CHR and HRM research by unpacking humanistic CSR and HRM practices. We have filled the gap in CSR theory by uncovering its humanistic processes to fulfill its humanistic role as an essential dimension of CSR (Wang et al, 2016;Koon, 2021).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

From corporate social responsibility (CSR) to corporate humanistic responsibility (CHR): the conceptualization and operationalization of perceived CHR

Koon

Fujimoto

2023

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PurposeOrganizations that prioritize humanistic responsibility create an environment of value for their employees as the most important stakeholders. However, despite the numerous corporate social responsibility (CSR) models and research highlighting stakeholder considerations, the long-standing “social” aspect of CSR has inhibited its humanism responsibility. In response, this study proposes to move beyond the antecedents and outcomes of CSR to explore how perceived CSR can promote its humanistic responsibility both inside and outside of organizations.Design/methodology/approachThe authors followed Sendjaya et al. (2008) ’s methodology for developing and validating the perceived corporate humanistic responsibility (CHR) scale. Study 1 validated the CHR's content. Study 2 established the measure’ reliability, internal consistency, unidimensionality and discriminant validity. The authors describe each of the studies in the forthcoming sections.FindingsThis research has produced a comprehensive set of perceived CHR items for business leaders based on earlier CHR/humanism concepts. Through the deconstruction of CHR theory, the granular conceptualization provides employee-centric workplaces, healthy internal communication, holistic compensation, CSR-committed behaviors and holistic training and development, equipped to assess how their CHR fosters humanistic workplaces that encourage socially responsible behaviors. This, in turn, would have an immense impact on employee well-being that, in turn, flourishes societal well-being.Research limitations/implicationsAlthough the perceived CHR scale's psychometric properties were confirmed using multiple tests ranging from qualitative to quantitative studies, this newly developed scale requires further investigation to explore whether internal or external relevance factors affect organizations' humanistic responsibility.Practical implicationsCSR is about caring for humans and the planet. The authors have unpacked what and how the human side of CSR operates for business leaders to advance their CHR practices and responsible management learning. The perceived CHR dimensions can guide business leaders to promote multidimensional humanistic behaviors inside and outside workplaces that transcend how to strengthen the humanistic responsibility behaviors of corporations to promote CHR by articulating how the “Social” aspect of CSR ought to function for employee well-being first.Social implicationsThis study responds to Sustainable Development Goals (SDGs) most aligned with the SDG 3 (good health and well-being) and SDG 8 (decent work and economic growth) by promoting humanistic workplaces with implications for United Nation's Principles for Responsible Management that encourages universities to educate students on humanism concepts in business management.Originality/valueThe originality lies in the empirical study of CHR. By incorporating the original concepts of humanism/humanistic management and CHR, the authors empirically articulate how CHR may be practically implemented as an elaborated humanistic synthesis for corporations.

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“…To gain an appreciation of the humanistic potential of IS at this level we consider the literature on humanism and its embodiment in humanistic management. Humanistic management is based on humanism, a philosophical perspective that views humans as subjects and promotes human wellbeing, life quality, interdependence, and betterment (Koon, 2021;Zhao, 2021). Melé (2016;2003) has identified three distinct historical approaches to humanistic management, the first based around motivating selfactualization and self-improvement to gain better performance, the second is based on building organisational cultures with shared values and beliefs, and the third more comprehensive approach in which humanistic management "emphasizes the human condition and is oriented to the development of human virtue, in all its forms, to the fullest extent" (Melé, 2003, p.78).…”

Section: Literature Reviewmentioning

confidence: 99%

Introduction to the Minitrack on Digital Transformations of Business Operations

Jiang,

Zhang,

Seidmann

2024

Proceedings of the Annual Hawaii International Conference on System Sciences

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Calls have been made for information systems to go beyond supporting the instrumental outcomes traditionally associated with business imperatives to foster more humanistic outcomes. This study explores the mechanisms used by two intelligent personal assistants (IPAs) to promote humanistic goals such as pro-social behaviour. We identify four key mechanisms through which the IPAs support humanistic goals and draw on humanistic management literature to identify the humanistic goals supported. The mechanisms are (1) humanistic framing of analytics and goals, (2) persuasion, (3) automation of humanistic actions, and ( 4) anchoring humanistic goals to instrumental outcomes. The study raises issues about the moral implications of instrumentalising humanistic outcomes and suggests a need for theory to understand the role of Human-AI interaction in promoting humanistic outcomes. We propose a need for investigations into how and whether human-AI interactions can foster authentic humanistic outcomes in practice.

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Bibliometric analyses on the emergence and present growth of humanistic management

Cited by 11 publications

References 49 publications

Digitalization of Work and Human Resources Processes as a Way to Create a Sustainable and Ethical Organization

Digitalization of Work and Human Resources Processes as a Way to Create a Sustainable and Ethical Organization

From corporate social responsibility (CSR) to corporate humanistic responsibility (CHR): the conceptualization and operationalization of perceived CHR

Introduction to the Minitrack on Digital Transformations of Business Operations

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