Electronic HRM: four decades of research on adoption and consequences

By Tanya V. Bondarouk, E. Parry, Elfi Furtmueller. 2017

333 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/431ca726fa6f3ecdcbb6fe545ba73eac9a3affc9

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Management Information Systems

1. Maolin Ye
2. Stefan Strohmeier
3. Ni Liu
4. Yuan Pan
5. Fabian Jintae Froese
6. Yunyang Hu
7. Shlomo Yedidia Y. Tarba

In Organizational Behavior and Human Resource Management

1. Maolin Ye
2. Ni Liu
3. Yuan Pan
4. Fabian Jintae Froese
5. Yunyang Hu
6. Michael Christofi
7. Manuel Jesus Cobo
8. Demetris Vrontis

Citations in the corpus

• Digital human resource management: A conceptual clarification (2020, methodology): “Otherwise, new concepts are just used as synonyms of established concepts and most notably of the prominent concept of electronic (e) HRM (e.g. Bondarouk et al., 2016; Strohmeier, 2007).”
• What is the future of work? A science mapping analysis (2020, background): “interesting approach about different periods in history and lessons for the Future of Work (FoW) field. Manyika (2017) explains that new technology is now capable of learning and discovering patterns with important implications for jobs.”
• The adoption of artificial intelligence in employee recruitment: The influence of contextual factors (2021, background): “Prior scholars continue to report insufficient theoretical foundations to facilitate research in the area of technology implications in HRM (Bondarouk et al., 2017; Marler & Fisher, 2013; Strohmeier, 2007).”
• Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review (2021, methodology): “…scholars emphasize how information technologies are changing HRM-related practices by introducing e-recruitment, e-training or e-competence management, contributing positively to HRM service quality in both local and international organizations (Bondarouk & Brewster, 2016; Bondarouk et al., 2017).”
• Rebooting employees: upskilling for artificial intelligence in multinational corporations (2021, background): “Work in today’s MNCs is knowledge-intensive and relies heavily on the interface between AI-enabled technology and employees (Bondarouk et al., 2017; Pereira & Malik, 2015).”