scholarly journals The possibilities of artificial intelligence in the management of human resources in a free enterprise

2019 ◽  
Vol 6 (3) ◽  
Author(s):  
Tatiana Panteleeva ◽  
Eduard Arustamov ◽  
Artur Maksaev
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Systems ◽  
Free Enterprise ◽  
Economic Paradigm ◽  
Modern Economic ◽  
The Impact ◽  
Positive Results

This article discusses the impact of artificial intelligence in human resource management in a market economy. The aim of the article is to study the main modern trends in the development and transformation of human resource management systems under the influence of artificial intelligence. It has been established that the use of artificial intelligence (AI) carries both advantages and threats, which requires the modern economic paradigm of being ready for the challenges of digitalization, the possibility of a quick transition to realizing the use of human creative abilities and creating the conditions for a qualitative transformation of the educational sector and labor market. In addition, the use of AI will allow to achieve positive results if clear tasks are formulated before him, and, conversely, it turns out to be unable to fulfill its goals in conditions of uncertainty.

Human Resource Management Systems and Work Engagement: Exploring the Impact of Employee Paternalistic Values

2020 ◽  
Vol 31 (4) ◽  
pp. 489-509
Author(s):  
Elaine Farndale ◽  
Zipporah Metto ◽  
Samer Nakhle
Keyword(s):  
Resource Management ◽  
Empirical Study ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Moderating Effect ◽  
Hard Work ◽  
Management Systems ◽  
The Impact ◽  
Strong System

Organizations implement high-commitment human resource management (HRM) systems to increase work engagement as they provide employees with a sense of being looked after in the workplace. This relationship is rarely considered alongside the responsibility of management to look after employees beyond the workplace too in return for hard work and loyalty, as represented by paternalistic values. This study, therefore, investigates the effect of high-commitment HRM systems on work engagement, mediated by employees perceiving the HRM system to be distinctive, consistent, and consensual (i.e., a strong system), and moderated by employee belief in paternalistic values. Based on an empirical study of 384 employees, high-commitment HRM is found to increase work engagement as hypothesized. However, HRM system strength does not mediate this relationship as expected and instead is associated with lower levels of work engagement. When testing for the moderating effect of employee belief in paternalistic values, when this is low, high HRM system strength leads to lower levels of work engagement. These findings imply that strong HRM systems may be perceived as intrusive, as paternalism may be, for employees with low belief in paternalistic values.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

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