scholarly journals My Boss the Computer: A Bayesian analysis of socio-demographic and cross-cultural determinants of attitude toward the Non-Human Resource Management

2021 ◽  
Author(s):  
Mantello Peter ◽  
Tung Manh Ho ◽  
Minh-Hoang Nguyen ◽  
Quan-Hoang Vuong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Network Models ◽  
Detailed Comparison ◽  
Cross Cultural ◽  
Cultural Perspective ◽  
Job Seekers ◽  
International Consensus ◽  
Cross Sectional

Human resource management technologies have moved from biometric surveillance to emotional artificial intelligence (AI) that monitor employees’ engagement and productivity, analyze video interviews and CVs of job applicants. The rise of the US$20 billion emotional AI industry will transform the future workplace. Yet, besides no international consensus on the principles or standards for such technologies, there is a lack of cross-cultural research on future job seekers’ attitude toward such use of AI technologies. This study collects a cross-sectional dataset of 1,015 survey responses of international students from 48 countries and 8 regions worldwide. A majority of the respondents (52%) are concerned about being managed by AI. Following the hypothetico-deductivist philosophy of science, we use the MCMC Hamiltonian approach and conduct a detailed comparison of 10 Bayesian network models with the PSIS-LOO method. We consistently find having a higher income, being male, majoring in business, and/or self-rated familiarity with AI correlate with a more positive view of emotional AI in the workplace. There is also a stark cross-cultural and cross-regional difference. Our analysis shows people from economically less developed regions (Africa, Oceania, Central Asia) tend to exhibit less concern for AI managers. And for East Asian countries, 64% of the Japanese, 56% of the South Korean, and 42% of the Chinese professed the trusting attitude. In contrast, an overwhelming majority of 75% of the European and Northern American possesses the worrying/neutral attitude toward being managed by AI. Regarding religion, Muslim students correlate with the most concern toward emotional AI in the workplace (β_Islam_Attitude’s mean =-0.16, sd =0.10; β_Buddhism_Attitude’s mean =-0.05, sd =0.07; β_Christian_Attitude ‘s mean = -0.10, sd= 0.09). When religiosity is higher, the correlation becomes stronger for Muslim and Buddhist students. This paper adds a cross-cultural perspective to the literature, which is currently skewed toward country-specific and profession-specific samples.

scholarly journals My Boss the Computer: A Bayesian analysis of socio-demographic and cross-cultural determinants of attitude toward the Non-Human Resource Management

2021 ◽  
Author(s):  
Peter Mantello ◽  
Tung Manh Ho ◽  
Quan-Hoang Vuong ◽  
Minh-Hoang Nguyen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Network Models ◽  
Detailed Comparison ◽  
Cross Cultural ◽  
Cultural Perspective ◽  
Job Seekers ◽  
International Consensus ◽  
Cross Sectional

Human resource management technologies have moved from biometric surveillance to emotional artificial intelligence (AI) that monitor employees’ engagement and productivity, analyze video interviews and CVs of job applicants. The rise of the US$20 billion emotion AI industry will transform the future workplace. Yet, besides no international consensus on the principles or standards for such technologies, there is a lack of cross-cultural research on future job seekers’ attitude toward such use of AI technologies. This study collects a cross-sectional dataset of 1,015 survey responses of international students from 48 countries and 8 regions worldwide. A majority of the respondents (52%) are concerned about being managed by AI. Following the hypothetico-deductivist philosophy of science, we use the MCMC Hamiltonian approach and conduct a detailed comparison of 10 Bayesian network models with the PSIS-LOO method. We consistently find having a higher income, being male, majoring in business, and/or self-rated familiarity with AI correlate with a more positive view of emotional AI in the workplace. There is also a stark cross-cultural and cross-regional difference. Our analysis shows people from economically less developed regions (Africa, Oceania, Central Asia) tend to exhibit less concern for AI managers. And for East Asian countries, 64% of the Japanese, 56% of the South Korean, and 42% of the Chinese professed the trusting attitude. In contrast, an overwhelming majority of 75% of the European and Northern American possesses the worrying/neutral attitude toward being managed by AI. Regarding religion, Muslim students correlate with the most concern toward emotional AI in the workplace (β_Islam_Attitude’s mean =-0.16, sd =0.10; β_Buddhism_Attitude’s mean =-0.05, sd =0.07; β_Christian_Attitude ‘s mean = -0.10, sd= 0.09). When religiosity is higher, the correlation becomes stronger for Muslim and Buddhist students. This paper adds a cross-cultural perspective to the literature, which is currently skewed toward country-specific and profession-specific samples.

Multicultural Human Resource Management

1988 ◽  
Vol 12 (2) ◽  
pp. 337-345 ◽  
Author(s):  
Trish Welch ◽  
Mary Tanke ◽  
Gerald Glover
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Communication Systems ◽  
Hospitality Industry ◽  
Ethnically Diverse ◽  
Cross Cultural ◽  
Value Systems ◽  
Management Styles ◽  
Cultural Perspective

As America becomes more ethnically diverse and culturally pluralistic so do the employees and consumer's of the hospitality industry. To be prepared to meet the needs of these people management must have an understanding of the cultural basis for value systems, social and interpersonal interactions, the work ethic, motivation, and communication systems. An awareness in the hospitality industry of both personnel and consumer relations within a multicultural, multiracial and multiethnic society will provide individuals with a cross cultural perspective on management styles and skills.

Human Resource Management in the African Context

2021 ◽  
pp. 305-326
Author(s):  
Frank M. Horwitz ◽  
Linda Ronnie
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Emerging Market ◽  
Cross Cultural ◽  
Employment Relations ◽  
Policy And Practice ◽  
African Countries ◽  
New Findings

This chapter provides a critical overview of the evolving human resource management (HRM) research context, labor market developments, insights regarding cross-cultural diversity, human resource practices, issues pertaining to the efficacy of adoption of Western and East Asian international HRM, and employment relations in African countries. Given the influence of multinational corporations on the diffusion and development of HRM in African countries, issues pertaining to their influence are critically evaluated. Even with the increasing focus on the Chinese–African HRM nexus, studies on African management or HRM are often country specific, occasionally comparative, and variously suggest that HRM practices follow the convergence perspective, “cross-convergence” perspective, or divergence perspectives. There are still unexplored issues relating to African management or HRM, and new findings could reshape the research agenda, HRM policy, and practice. Though often country or regionally focused, there is evidence of increasing research on HRM issues and mergers and acquisitions, impacts of privatization on HRM, knowledge appropriation, emerging market multinational corporation HRM policy and practice, diversity and cross-cultural management, HIV/AIDS policy implementation issues, sustainable development and corporate social responsibility, and impacts of the institutional and regulatory environment on HRM and employment relations.

Feasibility of implementing the human resource payroll management system based on cloud computing

Kybernetes ◽  
2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Min Zhao ◽  
Kamran Rabiei
Keyword(s):  
Cloud Computing ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Structural Equation ◽  
Equation Modeling ◽  
Computing Technology ◽  
Cross Sectional ◽  
Content Type

PurposeThe present study is descriptive research in terms of purpose, descriptive analysis in terms of nature and cross-sectional research in terms of time. The study’s statistical population includes all employees and managers of the China City Organization selected as sample members using random sampling method and Krejcie table of 242 people. The questionnaire was modified and revised based on the goals, tasks and mission of the target organization to collect information. In data analysis, due to the normality of data distribution, the structural equation modeling method is used to evaluate the causal model, reliability and validity of the measurement model. Evaluation and validation of the model are done through the structural equation model. Questionnaire-based model and data are analyzed using Smart PLS 3.0. The main purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.Design/methodology/approachNew technologies require innovative approaches for creating valuable opportunities in an organization to integrate the physical flows of goods and services and financial information. Today, cloud computing is an emerging mechanism for high-level computing as a storage system. It is used to connect to network hosts, infrastructure and applications and provide reliable services. Due to advances in this field, cloud computing is used to perform operations related to human resources. The role, importance and application of cloud computing in human resource management, such as reducing the cost of hardware and information software in hiring, job planning, employee selection, employee socialization, payroll, employee performance appraisal, rewards, etc., is raised. This way, human resource management teams can easily view resumes, sort candidates and observe and analyze their performance. Cloud computing is effective in implementing human resource payroll management systems. Therefore, the primary purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.FindingsTesting the research hypotheses shows that the dimension desirability of ability and acceptance is provided in dimensions related to the minimum conditions required to implement cloud computing technology in the organization. For this reason, the feasibility of implementing the systems based on cloud computing in companies must be considered.Research limitations/implicationsThis study also has some limitations that need to be considered in evaluating the results. The study is limited to one region. It cannot be assured that the factors examined in other areas are effective. The research design for this study is a cross-sectional study. It represents the static relationship between the variables. Since cross-sectional data from variable relationships are taken at a single point in time, they are collected in other periods. As a proposal, future researchers intend to investigate the impact of Enterprise Resource Planning (ERP) systems based on cloud computing.Practical implicationsThe research also includes companies, departments and individuals associated with systems based on cloud computing.Originality/valueIn this paper, the feasibility of implementing the human resource payroll management system based on cloud computing is pointed out, and the approach to resolve the problem is applied to a practical example. The presented model in this article provides a complete framework to investigate the feasibility of implementing the human resource payroll management system based on cloud computing.

Human Resource Management in Emerging Markets

2021 ◽  
pp. 113-133
Author(s):  
Frank M. Horwitz ◽  
Fang Lee Cooke ◽  
Ken N. Kamoche
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Emerging Markets ◽  
Human Resource ◽  
Third World ◽  
Emerging Market ◽  
Cross Cultural ◽  
Cultural Perspectives ◽  
Theoretical Approaches ◽  
Mature Market

Originally coined as a term for a grouping of developing countries which that were neither mature market economies nor “Third World” and with earlier linked terminologies, emerging markets reflect an evolving and diverse literature with a series of opportunities, encompassing the purely theoretical through to the methodological and the analytical. This chapter provides an overview examination of such theoretical approaches, indicating where there might be similarities, differences, or advantages to deploying multiple approaches to better understand the complexity and diversity of human resource management in these contexts. Examples of research using these approaches are given. The theoretical approaches include institutional theory, cross-cultural perspectives, emerging market multinational companies internationalization perspectives, the Afro-Asian nexus, resource and social capital perspectives, the postcolonial approach, and an examination of hybrid models. The latter may include similarities, convergence, and the interplay between one or more of these approaches.

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