Forthcoming and Online First Articles

International Journal of Human Resources Development and Management

International Journal of Human Resources Development and Management (IJHRDM)

Forthcoming articles have been peer-reviewed and accepted for publication but are pending final changes, are not yet published and may not appear here in their final order of publication until they are assigned to issues. Therefore, the content conforms to our standards but the presentation (e.g. typesetting and proof-reading) is not necessarily up to the Inderscience standard. Additionally, titles, authors, abstracts and keywords may change before publication. Articles will not be published until the final proofs are validated by their authors.

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International Journal of Human Resources Development and Management (5 papers in press)

Regular Issues

  • Prioritization of TM Functions and Talent Development Practices in a Specific Service Industry Context   Order a copy of this article
    by Ramazan Özkan YILDIZ, Kazim YENI, Soner ESMER 
    Abstract: Given that talent management (TM) is still a developing concept, it is frequently stated that more, conceptual and empirical studies are needed to complete its development and to be recognized as a discipline. This study is one of the first attempts to comprehensively define TM functions conceptually. Using the F-AHP method, the study also provides a more robust and valid view of the identified functions and prioritizes them for one specific service industry: container shipping. The most prioritized and effective function is talent development. The findings provide a resource for organizations wanting to implement TM and a benchmark tool for organizations already implementing TM.
    Keywords: talent management; talent management functions; talent development practices; fuzzy analytic hierarchy process; service sector.
    DOI: 10.1504/IJHRDM.2022.10048430
  • Off-the-job embeddedness and work-related stress: The moderating effects of employee boundary management strategy   Order a copy of this article
    by Andrew Hinrichs 
    Abstract: The purpose of this study is to investigate the relationship between off-the-job embeddedness, work-related stress, and boundary management strategy. Often, the demands of work and life intersect to create conflict between domains which can result in stress. An individual who is highly embedded in their community has active, demanding non-work roles which can create resource demands that permeate their workplace. When these non-work demands enter the work domain, highly embedded individuals are more likely to experience job hindrances as stressful. Results from 194 executive-level employees showed a positive relationship between off-the-job embeddedness and stress associated with work demands. Further analysis also revealed that a work-life boundary management strategy favoring integration of the two domains weakened the relationship. Therefore, if an individual is highly embedded in their community and adopts an integration strategy toward their work and life roles, it helps to reduce work-related stress.
    Keywords: work stress; job embeddedness; work-life boundaries; role conflict; integration; boundary management strategy; community embeddedness; occupational stress; role stress.

  • Public-sector talent management in Southeast Asian emerging economies: A systematic literature review   Order a copy of this article
    by Roger Darby 
    Abstract: The aim of this study is to provide a systematic meta-analysis of theoretical and empirical research concerning talent management (TM) in the public sector among the emerging economies of Southeast Asia. Previous research has focused on TM in the private sector with an emphasis on western practices, whereas the public sector has received comparatively little attention. This review identifies modes of analysis and thematic approaches in the human resource management (HRM) literature. Results highlight specific clusters of research that include challenges and influences affecting TM in the public sector. rnrn
    Keywords: Talent management; public sector management in emerging economies; HRM; Southeast Asia.

  • Setting the stage for a contextual leadership theory: The moderating effects of hierarchical levels, job experience, and organisational tenure   Order a copy of this article
    by Teresa C. Lacerda 
    Abstract: Previous research on the impact of top-down leadership and levels of experience and tenure on organisational effectiveness is still controversial. This paper fills this gap in the literature by investigating whether dimensions of leadership influence organisational effectiveness, and by understanding and clarifying how organisational effectiveness is moderated by leader hierarchical level, job experience, and organisational tenure. Using a quantitative approach, we collected 381 questionnaires from two different samples targeting corporate leaders to capture their self-perceptions on leadership effectiveness. Results show that the impact of effective leadership behaviours on organisational effectiveness is moderated by these contextual variables. These findings contribute to advancing the previous debate on the effects of contextual factors where leadership effectiveness plays a key role in organisational effectiveness, and adds to the extant research by clarifying which combination of leadership behaviours is exhibited by the different levels.
    Keywords: Organisational Effectiveness; Leadership Behaviours; Leader Hierarchical Level; Job Experience; Organisational Tenure; Contextual Factors; Contextual Leadership Theory; Human Capital Theory; Workplace Learning Theory.

  • The Influence of Perceived Transparency on the Acceptance of Work Task Automation: An Example of Recruiting Chatbots in Germany   Order a copy of this article
    by Judith Drebert, Sid Suntrayuth, Stephan Böhm 
    Abstract: This study aims to identify factors influencing recruiters acceptance of chatbots deployed in their work processes as an example of work task automation technologies. The technology acceptance model (TAM3) was focused and adapted to fit this research context. The developed model examines the effects of the TAM3 aspects of perceived usefulness, perceived ease of use, subjective norms, job relevance, output quality, self-efficacy, technology anxiety, chatbot experience, age, and perceived system transparency as newly introduced variables influencing the acceptance of recruiting chatbots. An online survey was conducted, yielding data from 250 recruiters from German companies, which was analyzed via PLS-SEM modelling. The findings confirm that all the examined variables except age are significant: Perceived usefulness, perceived ease of use, subjective norms, job relevance, output quality, self-efficacy, chatbot anxiety, chatbot experience, and the proposed additional perceived system transparency have a significant effect on the behavioural intention to utilize a recruiting chatbot.
    Keywords: Automation; technology acceptance; TAM; TAM3; acceptance determinants; perceived system transparency; chatbot; recruiting; recruiting chatbot; PLS-SEM.