Disruptive technologies for human resource management: a conceptual framework development and research agenda

Priyashantha, K. G.

doi:10.1108/jwam-10-2022-0069

Cited by 19 publications

(21 citation statements)

References 56 publications

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“…The most common unit of analysis is the keywords that reflect the main content of an article ( Jain et al, 2022b , Jain et al, 2022a ; Callon et al, 1983 ). In the case of finding the common or most minor areas of investigation, this co-occurrence of keywords in articles is taken as the unit of analysis ( Andrlić et al, 2023 ; Aparicio et al, 2019 ; Priyashantha et al, 2021a , Priyashantha et al, 2021c , Priyashantha et al, 2022b ; Priyashantha, 2022 ; Priyashantha, Dahanayake, & Maduwanthi, 2022 ). Thus, the links of such networks can be created using the co-occurrence relationship of such keywords in the articles ( Aparicio et al, 2019) .…”

Section: Methodsmentioning

confidence: 99%

“…As a result, by default, the VOSviewer employs association strength normalization and generates a network in a two-dimensional space ( Priyashantha et al, 2022a ; van Eck & Waltman, 2014b ). In that space, significantly linked keywords represented by nodes are found near one another, whereas less significant ones are found far away ( Priyashantha, 2022 ; van Eck & Waltman, 2014a ). The VOSviwer then distributed the nodes to a network of clusters, with highly correlated nodes assigned to the same cluster (X.…”

Section: Methodsmentioning

confidence: 99%

“… Chen et al, 2016 ; van Eck & Waltman, 2014b ). Therefore, keywords in the blue and green vicinity were treated as areas lacking (not common) investigation ( Priyashantha, 2022 ; van Eck & Waltman, 2014b ), which addresses the study's second objective.…”

Section: Methodsmentioning

confidence: 99%

See 2 more Smart Citations

Review of work from home empirical research during Covid-19

Dogra

Priyashantha

2023

Asia Pacific Management Review

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

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Review of work from home empirical research during Covid-19

Dogra

Priyashantha

2023

Asia Pacific Management Review

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“…Separate systematic literature reviews on gender stereotypes changes (Priyashantha et al, 2021b(Priyashantha et al, , 2021a(Priyashantha et al, , 2021c(Priyashantha et al, , 2021d, work-family conflicts (Priyashantha et al, 2022b), and disruptive HRM technologies (Priyashantha, 2022;Priyashantha et al, 2022a) were conducted based on the empirical publications. They revealed that researchers had not investigated these variables with employee engagement in a holistic model.…”

Section: Introductionmentioning

confidence: 99%

Promoting Employee Engagement: Concept Paper for the Development of a Conceptual Framework

Priyashantha

Alwis

Welmilla³

2022

Wayamba J Mgt

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This study aimed to examine how employee engagement can be increased through the perceived desirability of disruptive Human Resource Management (HRM) technologies where sociological phenomena like gender stereotype change and work realities as work-family conflicts derive lower employee engagement. This study is a literature review in which employee engagement, gender stereotype change, work-family conflicts, and disruptive HRM technologies literature were surveyed and reviewed from two perspectives. Both perspectives developed a conceptual framework that focuses on three impacts. The first is the role of work-family conflicts in mediating the impact of changing gender stereotypes on employee engagement. Second, the perceived desirability of disruptive HRM technologies has a direct impact on increasing employee engagement. The third effect is that the perceived desirability of disruptive HRM technologies has a moderating effect on the impact of workfamily conflicts on employee engagement. The paper provides directions for empirical research based on the predicted impacts.

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“…The second paper is by Priyashantha (2023) and is entitled “Disruptive Technologies for Human Resource Management: a conceptual framework development and research agenda”. The author’s work helps us understand – and potentially predict – the ways in which digital HRM systems might have major changes on an organisation.…”

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confidence: 99%

Editorial: Entangling the conceptual, disruptive, pragmatic, and relational

Wall

2023

JWAM

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Welcome to issue 15.1 of the Journal of Work Applied Management. This general issue is once again an international collection demonstrating the expanding reach of the journal. Yet, as a general issue (as opposed to a special issue), it is unusual to see strong patterns across the submissions accepted for publication. In this issue, we can observe distinct strands in the papersconceptual, disruptive, pragmatic and relational. In some ways, this is not surprising given that the nature of applied methodsin scholarly environments at leastshould have these dimensions.Applied research with such dimensions resists the ongoing claims that "Most business school research 'lacks real-world relevance'" (see https://www.timeshighereducation.com/ news/most-business-school-research-lacks-real-world-relevance). Indeed, there is increasing literature which intentionally entangles the conceptual, disruptive, pragmatic and relational, and is often described as the scholarship of practice (for example, Crist and Kielhofner, 2005; Van de Ven, 2007;Ramsey, 2014). For example, Anderson, Rigg and colleagues have spent some time articulating how these dimensions interact (or refract) to create impact in organisations (Anderson et al., 2017;Rigg et al., 2022). However, these dimensions are not always present in work-based learning or applied methods as they can fall into the technocratic trap of simply improving efficiency of organisational imperatives over societal benefit (Sun and Kang, 2015). The brute circumstances and imperatives of war are an all too current reminder of how other ideological forces drive human behaviour (also see Stokes and Gabriel, 2010).The conceptual domain should not be proxied as simply "academic" or "theoretical" only; indeed, Ramsey's (2005Ramsey's ( , 2011 work reminds us that "theory" can not only direct practice, but inspire it in unpredictable and creative but actionable ways. There are some papers in this issue which can be engaged with in such modes. The first paper is by Nalweyiso et al. (2023), entitled "Theorizing Relational People Management in Micro Enterprises: A Multi-Theoretical Perspective". Here, the authors pull together some interesting conceptual work which helps to explore creative ideation within the context of micro enterprises. Here, the relational tactics of people within these organisations are paramount to the creative climate that is created and the ways creative solutions emerge. This impacts the friendliness of support and how conflicts are mediated and managed. It is possible to see how such conceptual work could inform interventions in micro enterprises for organisational development and growth.The second paper is by Priyashantha (2023) and is entitled "Disruptive Technologies for Human Resource Management: a conceptual framework development and research agenda". The author's work helps us understandand potentially predictthe ways in which digital HRM systems might have major changes on an organisation. Conceptually this can include JWAM 15,1 2

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Disruptive technologies for human resource management: a conceptual framework development and research agenda

Cited by 19 publications

References 56 publications

Review of work from home empirical research during Covid-19

Review of work from home empirical research during Covid-19

Promoting Employee Engagement: Concept Paper for the Development of a Conceptual Framework

Editorial: Entangling the conceptual, disruptive, pragmatic, and relational

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