Tracing Management Fashions in Selected Indices: A Descriptive Statistical Study
Hasan TUTAR, Teymur SARKHANOV
Psychological Capital and Organizational Performance: The Mediating Role of Organizational Ambidexterity
Sohrab GHANIZADEH, Farzad Sattari ARDABILI, Mohammad KHEIRANDISH, Eshagh RASOULI, Mohammad HASSANZADEH
Core Job Characteristics and Personal Work Outcomes: The Mediating Role of Critical Psychological States: Empirical Evidence from Northern Cyprus Hotel Sector
Mohammad SLEIMI, Malek Bakheet ELAYAN, Lamar ABU HAJLEH
Artificial Intelligence Models and Employee Lifecycle Management: A Systematic Literature Review
Saeed NOSRATABADI
Doctoral School of Economic and Regional Sciences, Hungarian University of Agriculture and Life Sciences, Gödöllő, Hungary
Roya Khayer ZAHED
Department of Management, Faculty of Administrative Sciences and Economics, University of Isfahan, Isfahan, Iran
Vadim Vitalievich PONKRATOV
Department of Public Finance, Financial University under the Government of the Russian Federation, Moscow, Russian Federation
Evgeniy Vyacheslavovich KOSTYRIN
Department of Finances, Bauman Moscow State Technical University, Moscow, Russian Federation
Background/Purpose: The use of artificial intelligence (AI) models for data-driven decision-making in different stages of employee lifecycle (EL) management is increasing. However, there is no comprehensive study that addresses contributions of AI in EL management. Therefore, the main goal of this study was to address this theoretical gap and determine the contribution of AI models to EL management. Methods: This study applied the PRISMA method, a systematic literature review model, to ensure that the maximum number of publications related to the subject can be accessed. The output of the PRISMA model led to the identification of 23 related articles, and the findings of this study were presented based on the analysis of these articles. Results: The findings revealed that AI algorithms were used in all stages of EL management (i.e., recruitment, on-boarding, employability and benefits, retention, and off-boarding). It was also disclosed that Random Forest, Support Vector Machines, Adaptive Boosting, Decision Tree, and Artificial Neural Network algorithms outperform other algorithms and were the most used in the literature. Conclusion: Although the use of AI models in solving EL management problems is increasing, research on this topic is still in its infancy stage, and more research on this topic is necessary.
Keywords: Artificial intelligence, Deep learning, Machine learning, Human resource management, Employee lifecycle, PRISMA, Systematic literature review
Background/Purpose: Although management fashions have been discussed for nearly 30 years, a certain amount of time had to pass before the discussions were based on factual data. This research mainly aims to trace management approaches in some selected international indices over nearly half a century. In this study, the basic question of how the historical course of management fashions has developed has been answered by following the development course. Methods: The Descriptive Statistical method was preferred in the study because of its suitability to the subject’s essence, the purpose of the research, and the research question’s answer. The research was carried out based on the data collected about management trends by scanning the Web of Science and Scopus databases covering 1975-2020. Results: Management fashions follow rapid adoption, implementation, disappointment, and abandonment. Research results; show that the lack of knowledge and awareness of management fashions poses a significant waste of time and intellectual capital. This determination is crucial, especially for young researchers and new generation managers. Conclusion: In conclusion, it can be said that while new approaches that have tangible counterparts and can be grounded continue, approaches that do not have concrete counterparts disappear, causing a waste of time and mental effort.
Background/Purpose: Today’s dynamic environment is increasingly pressuring public organizations to be simultaneously flexible and efficient. The purpose of this study was to examine the mediating role of organizational ambidexterity in the relationship between psychological capital and the perfor-mance of public organizations that have bureaucratic limitations to their activity and are not as competitive as the private sector. Methods: A questionnaire was developed and distributed among the employees of Management and Planning Organizations in 31 provinces in Iran, and a total of 373 questionnaires were returned. The data was analysed using CFA to validate the measures, and then the mediating effects of organi-zational ambidexterity was tested. Results: The results indicated the significant relationship between psychological capital and organizational performance (B=0.55) and the positive mediation effect of organizational ambidexterity on this relationship (0.333). Conclusion: The findings can help managers of public organizations to enhance their organizational perfor-mance by strengthening psychological capital and ambidexterity.
Keywords: Organizational ambidexterity; Psychological capital; Organizational performance; Public Organizations
Core Job Characteristics and Personal Work Outcomes: The Mediating Role of Critical Psychological States: Empirical Evidence from Northern Cyprus Hotel Sector
Mohammad SLEIMI
Business and Economic Faculty, Palestine Technical University – Kadoorie, Tulkarm, Palestine
Malek Bakheet ELAYAN
Institute of Public Administration – IPA, Riyadh, Saudi Arabia
Lamar ABU HAJLEH
Higher Education Faculty, Near East University, Girne, Northern Cyprus
Background/Purpose: The purpose of this study is to investigate the relationship between core job characteristics (CJC) and personal work outcomes (OUT), as well as the roles of experienced meaningfulness of work (EMW) and experienced responsibility for outcomes of work (EROW) in mediating the CJC–OUT relationship. Specifically, this study attempts to examine the effectiveness of CJC in improving EMW and EROW and to shed light on the roles of EMW and EROW in enhancing the OUT of employees in the Northern Cyprus hotel sector. Methods: This study adopted a quantitative approach to collect and analyze the data from 420 tourism stakeholders in Northern Cyprus hotel sector. A partial least squares (PLS) technique using Smart-PLS was applied to test the direct relationships within the research model and determine any mediating effects. Results: The analysis revealed strong support for meaningfulness of work and experienced responsibility for outcomes of work acting as partial mediators in the relationship between core job characteristics and personal work outcomes. Moreover, core job characteristics was found to have a reasonable direct effect on personal work outcomes, experienced meaningfulness of work, and experienced responsibility for outcomes of work. Conclusion: The current study points to the importance of including experienced meaningfulness of work and experienced responsibility for outcomes of work as mediating variables to understand better the relationship between core job characteristics and Personal work outcomes. Several theoretical and practical implications are included before pinpointing the directions of potential future studies that makeup on the evidence-based argument regarding the results of this study. Lastly, top management in hotel sector would benefit from job redesign because the results demonstrated that the core job characteristics have a positive effect on their work outcomes.
Keywords: Core job characteristic, Experienced meaningfulness, work outcome
