The HR ecosystem: Emerging trends and a future research agenda

Snell, Scott A.; Swart, Juani; Morris, Stephen; Boon, Corine

doi:10.1002/hrm.22158

Cited by 26 publications

(13 citation statements)

References 30 publications

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“…First, the 'Society' component of SAPP extends systems theory by re-framing the concept of a 'system', or 'ecosystem', to emphasize societal challenges. The latter supports a growing argument for more multi-level approaches in management research to embed organizations and their practices in wider contexts (e.g., Budd et al, 2022;Cascio, 2022;Kamenou et al, 2013;Lee & Szkudlarek;Liu et al, 2021;Miraglia & Johns, 2021;Santuzzi & Waltz, 2016) or ecosystems Snell & Morris, 2021;Snell et al, 2022). As noted in the findings section, articles that offer policy implications targeting multiple levels in society (organizational, community, national, international) are more useful for policy makers who may need to talk to different (competing) audiences.…”

Section: Implications For Management Theorymentioning

confidence: 52%

Addressing Big Societal Challenges in HRM Research: A Society–Actors–Processes–Policy Framework

Hughes

Dundon

2023

AMP

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The paper advances a new 'Society-Actors-Processes-Policy' (SAPP) framework to aid policy makers and management scholars in addressing big societal challenges. A new sensitizing framework is developed from evaluating and extending policy debates in top management journals linked to societal challenges. SAPP contributes to policy, practice and management theory by offering a novel perspective to conceptualize and examine the relationship between organizations, people management, policy making and big societal challenges across micro, meso and macro levels. The framework supports more meaningful theorizing to a wider public community by encouraging dialogue between academics, policy makers and other stakeholders. SAPP's conceptual contributions link theory with policy and place management and HRM scholars in a stronger agenda-setting position to impact future equitable and sustainable policy making.

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Section: Implications For Management Theorymentioning

confidence: 52%

Addressing Big Societal Challenges in HRM Research: A Society–Actors–Processes–Policy Framework

Hughes

Dundon

2023

AMP

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“…Human Resource Management (HRM) can be seen as an activity related to managing people/individuals in an organization which can also be defined as a strategic approach to managing work relationships where utilizing people's abilities is essential to achieving sustainable competitive advantage and this achievement is achieved through a series of which is typical of integrated work policies, programs and practices (Snell et al, 2023).…”

Section: Human Resource Management (Hrm)mentioning

confidence: 99%

Implementing Human Resource Information System (HRIS) for Efficient Human Resource Management

Panjaitan¹

2023

IJSOC

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Technological developments cause the need for changes in resource management. This is done so that resource management in a company becomes more efficient and can compete well with competing companies. One step in developing resource management to increase efficiency is implementing the Human Resource Information System (HRIS). This research will be conducted to see how the implementation of HRIS can improve the efficiency of Human Resource Management. This research will be carried out using a descriptive qualitative approach. The data used in this study comes from various research results and previous studies. The results of this study then found that the existence of HRIS has the potential to increase the effectiveness and efficiency of HRM. This is because HRIS can optimize human resource management in the areas of planning, recruitment and selection, development, performance evaluation, and compensation. This increase can help the organization succeed in competing with other organizations.

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“…(Cappelli and Keller, 2013;Murgia et al, 2020). An emerging ecosystem of work and organizations seems to be appearing, transcending the traditional boundaries of firms to include these new ways of working and challenging traditional models and assumptions in human resources management (Snell et al, 2023;Kinnie and Swart, 2020;Chernyak-Hai and Rabenu, 2018). The "Great Resignation" in the US following the pandemic (Tessema et al, 2022) shows the relevance and extent of this phenomenon.…”

Section: Introductionmentioning

confidence: 99%

“…, 2020). An emerging ecosystem of work and organizations seems to be appearing, transcending the traditional boundaries of firms to include these new ways of working and challenging traditional models and assumptions in human resources management (Snell et al. , 2023; Kinnie and Swart, 2020; Chernyak-Hai and Rabenu, 2018).…”

Section: Introductionmentioning

confidence: 99%

Losing faith in paid employment: an extension of the psychological contract breach model as a predictor of self-employment

Abord de Chatillon,

Bornard,

Ottmann

et al. 2023

JMD

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PurposeIt seems that some aspects of employees' experience can lead to their “losing faith in the system of paid employment”. This disillusion can be studied and measured through the theoretical construct of a psychological contract breach experienced by the employee. This exploratory article thus examines whether the conditions of paid employment could lead to a new dimension of psychological contract breaches: a breach with paid employment itself that could drive to self-employment.Design/methodology/approachThe authors use a structural equation modeling on a sample of 403 people who have declared their intention to leave paid employment for self-employment.FindingsThe study's results show that working conditions affect psychological contract breaches in various dimensions. The authors propose a dimension of psychological contract breaches linked to paid employment, which can lead to the choice to leave paid employment and become self-employed. The authors also confirm the importance of working conditions as antecedents of psychological contract breaches.Research limitations/implicationsThe main limitations of this exploratory research are the use of unvalidated scales and a small sample size, with a population that could be better defined. As Murgia et al. (2020) point out, it is not yet clear at the moment whether this category is a special group, equivalent to traditionally distinguished groups of working people. The study's assumptions and these limitations lead us to propose the following avenues for future research.Practical implicationsFor managers and the development of management, the possible relationship between working conditions and psychological contract breaches seems to be very important. In fact, a whole range of best management practices could be developed if this relationship is confirmed. Improving working conditions could thus be a way to repair psychological contracts.Social implicationsThis research field is still quite underdeveloped in comparison to its importance to organizations because the increase in self-employment challenges traditional models and assumptions in human resources management.Originality/valueThis study aims to expand the theoretical frameworks of psychological contracts and breaches. It thus responds to recent calls for research on psychological contracts (Bankins et al., 2020); Moreover, this research suggests, in line with the work of Aubert and de Gaulejac (2018), that there are relationships between poor working conditions and psychological contract breaches. To the authors' knowledge, this approach is missing from international research into psychological contracts, which focuses only on job characteristics and individual determinants (personality traits, etc.).

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The HR ecosystem: Emerging trends and a future research agenda

Cited by 26 publications

References 30 publications

Addressing Big Societal Challenges in HRM Research: A Society–Actors–Processes–Policy Framework

Addressing Big Societal Challenges in HRM Research: A Society–Actors–Processes–Policy Framework

Implementing Human Resource Information System (HRIS) for Efficient Human Resource Management

Losing faith in paid employment: an extension of the psychological contract breach model as a predictor of self-employment

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