Human Systems Management - Volume 43, issue 5

Authors: Basnyat, Iccha | Chen, Christie | Wang, Bill | Wang, Ping

Article Type: Editorial

DOI: 10.3233/HSM-249002

Citation: Human Systems Management, vol. 43, no. 5, pp. 589-589, 2024

Authors: Domin, Heather Elaine | Miller, Sondria

Article Type: Research Article

Abstract: BACKGROUND: Facial recognition technology can significantly benefit society if used ethically. Various private sector, government, and civil society groups have created guidance documents to help guide the ethical use of this technology. OBJECTIVE: The study’s objective was to identify the common themes in these ethical guidance documents and determine the prevalence of those themes. METHODS: A qualitative content analysis of 25 facial recognition technology ethical guidance documents published within the United States or by international groups that included representation from the United States. RESULTS: The results show eight themes within the facial recognition technology …ethical guidance documents: privacy, responsibility, accuracy and performance, accountability, transparency, lawful use, fairness, and purpose limitation. The most prevalent themes were privacy and responsibility. CONCLUSIONS: By following common ethical recommendations, industry actors can help address the challenges that may arise when seeking to develop, deploy, and use facial recognition technology. The research findings can inform the current debates regarding the ethical use of this technology and might help further the development of ethical norms within the industry. Show more

Keywords: Artificial intelligence, facial recognition technology, ethics, principles, content analysis

DOI: 10.3233/HSM-230099

Citation: Human Systems Management, vol. 43, no. 5, pp. 591-604, 2024

Authors: Altmann, Mattis | Arnold, Maik

Article Type: Research Article

Abstract: BACKGROUND: The adequate delivery of formative feedback in higher education is vigorously discussed to support the development of students’ learning activities. Most of the literature refers to individual feedback to students in the context of web-based training and teaching in higher education. However, concrete design recommendations are scarce, especially regarding collaborative online international learning modules. OBJECTIVE: This paper aims to identify and systematize the need for formative feedback from students in Virtual Exchange modules and concludes with implications for the design of formative feedback activities. METHODS: The research employs a two-step sequential explorative …mixed methods and longitudinal approach. A quantitative pre-test is followed by a qualitative self-reflective journal survey with two data collection dates using a thematic co-occurrence analysis. RESULTS: Based on 11 abductively coded themes, findings include the effects of agents on students and barriers and prerequisites for implementing formative Feedback in COIL modules. CONCLUSIONS: The effects of feedback can vary depending on the agent. While e-tutors need to build trust and give orientation, teachers support reflection, and peers affect motivation. Applicable and quick responses are fundamental for a positive perception of formative feedback. Peer feedback can potentially improve learning and reduce the teacher’s workload. Show more

Keywords: Formative Feedback, COIL, Virtual Exchange, E-Tutor, Peer Feedback

DOI: 10.3233/HSM-230100

Citation: Human Systems Management, vol. 43, no. 5, pp. 605-622, 2024

Authors: Sternat, Timo | Bernsteiner, Reinhard | Ploder, Christian | Dilger, Thomas

Article Type: Research Article

Abstract: BACKGROUND: The careful management of health data is crucial due to its immense value and high sensitivity. Blockchain technologies can manage data in a trustworthy way. OBJECTIVE: The central aim is to identify the current state of blockchain technologies applied to Electronic Health Records (EHR) to identify common structures and functionalities. This common ground could be the starting point for defining clear global standards. METHODS: A systematic literature review is used. RESULTS: The benefits of enhancing the digitalization and cross-institutional accessibility of health data are undoubted. Four main application areas of blockchain for the …EHR can be identified: storing, sharing, audit logging, and managing the identity of data accessors. Since on-chain transactions are slow and inefficient, most research promotes a hybrid approach for handling transactions as a combination of off-chain and on-chain approaches. CONCLUSIONS: Several approaches, frameworks, and models exist for applying blockchain technologies in the context of EHR. The research revealed that a) only a few concepts are already implemented, b) the existing system implementations are based on different backgrounds and technology stacks, and c) a lack of comprehensive and global standards and norms. All these factors are barriers to a broader usage of blockchain-based EHRs. Show more

Keywords: Blockchain, electronic health record, health information systems, off-chain data management, societal human systems, public-private health data management, systematic literature review

DOI: 10.3233/HSM-230148

Citation: Human Systems Management, vol. 43, no. 5, pp. 623-640, 2024

Authors: Ding, Min | Wu, Hao

Article Type: Research Article

Abstract: BACKGROUND: The efficiency and accuracy of risk prediction in traditional enterprise human resource management (HRM) cannot meet practical needs. In response to this deficiency, this study proposes an enterprise HRM risk intelligent prediction model based on deep learning. METHODS: Two tasks were completed in this study. First, based on the existing research results and the current status of enterprise HRM, the HRM risk assessment system is constructed and streamlined. Second, for the defects of Back Propagation Neural Network (BPNN) model, Seagull Optimization Algorithm (SOA) is used to optimize it. The Whale Optimization Algorithm (WOA) is introduced to promote …the SOA for its weak global search capability and its tendency to converge prematurely. RESULTS: By simplifying the HR risk assessment system and optimizing the BPNN using the SOA algorithm, an intelligent HRM risk prediction model based on the ISOA-BPNN was constructed. The results show that the error value of the ISOA-BPNN model is 0.02, the loss value is 0.50, the F1 value is 95.7%, the recall value is 94.9%, the MSE value is 0.31, the MAE value is 8.4, and the accuracy is 99.53%, both of which are superior to the other two models. CONCLUSIONS: In summary, the study of the HRM risk intelligent prediction model constructed based on ISOA-BPNN has high accuracy and efficiency, which can effectively achieve HRM risk intelligent prediction and has positive significance for enterprise development. Show more

Keywords: Deep learning, HRM, risk prediction, BPNN, SOA

DOI: 10.3233/HSM-230064

Citation: Human Systems Management, vol. 43, no. 5, pp. 641-652, 2024

Authors: Breece, Dena | Mehng, SiAhn | Parisian, Daniel | Moore, Stephen

Article Type: Research Article

Abstract: BACKGROUND: The coronavirus disease (COVID-19) caused mandatory lockdowns across all organizations. Telework generated challenges in workflow due to limited organizational communication. OBJECTIVE: This study seeks to examine the impact of pre-, during, and post-COVID-19 on accounting professionals’ job behaviors and tests the moderating effect of organizational communication. Also, the study aims to provide implications for practitioners from the findings. METHODS: Survey data for accounting professionals working in North Carolina across COVID-19 time periods was collected to achieve a sample size of 333. Pairwise t -tests and hierarchical regression analyses were applied to test the hypotheses. …RESULTS: The results suggest a statistically significant difference across certain time periods for job performance and turnover intentions but not job satisfaction. Furthermore, organizational communication moderates the relationship between post-COVID-19 and job performance and turnover intentions but not job satisfaction. CONCLUSIONS: Organizations should search for ways to enhance organizational communication to increase employee perceived job performance and decrease employee turnover intentions. Show more

Keywords: COVID-19, job satisfaction, job performance, turnover intentions, organizational communication

DOI: 10.3233/HSM-230109

Citation: Human Systems Management, vol. 43, no. 5, pp. 653-668, 2024

Authors: Subramanian, Nagamani | Suresh, M. | Shah, Bhavin

Article Type: Research Article

Abstract: BACKGROUND: Existing literature lacks in-depth analyses and identification of barriers to implementing HR practices that affect employee health and well-being, especially during and after the pandemic. Moreover, existing studies primarily focus on large organizations with generic HR contexts. Therefore, this research contributes by evaluating the contextual relationship between barriers to implementing pandemic Human Resource Management (HRM) practices in Indian manufacturing SMEs. OBJECTIVE: The post-pandemic landscape has necessitated a reevaluation of Human Resource (HR) practices, particularly in terms of employee health and well-being while balancing organizational performance goals. This study seeks to identify and evaluate the significant barriers hindering …the implementation of re-designed HR policies, focusing on Small and Medium-sized Enterprises (SMEs) in the manufacturing sector in developing countries during and after the pandemic transition. METHODS: The study initially identified ten barriers through a thorough literature review, which was then validated by experts. Subsequently, the interrelationships among these barriers were explored, and their structural hierarchy was established using the Total Interpretive Structural Modelling (TISM) approach. Additionally, a MICMAC (Matriced Impact Croises Multiplication Applique) analysis was performed to assess the driving-dependence power of each barrier. RESULTS: “Manager’s resistance to change” and “employee’s resistance to change” were found to be highly dependent on the other identified barriers. Among these, “lack of skilled managers at affordable costs” and “implementation expenses of new normal HRM practices” emerged as the most critical barriers, with the potential to impact all other barriers in the implementation of re-designed policies. CONCLUSIONS: The study helps owners of manufacturing SMEs and managers to understand the significant barriers to implementing HR policies, particularly in frequent pandemic situations for enhancing employees’ health and well-being while ensuring organizational performance. The planned framework might make it easier for practitioners and decision-makers to comprehend how the various implementation barriers relate to one another. The study’s focus on Indian manufacturing SMEs limits the generalizability of findings to other contexts. Reliance on expert opinions introduces bias, and further validation through empirical research is needed. Show more

Keywords: Pandemic human resource management, small and medium manufacturing enterprises, employee well-being, digital transition

DOI: 10.3233/HSM-230075

Citation: Human Systems Management, vol. 43, no. 5, pp. 669-691, 2024

Authors: Bakracheva, Margarita | Sofronieva, Ekaterina | Tsenov, Martin

Article Type: Research Article

Abstract: BACKGROUND: Apart from being a topic of key interest during the last decades for its individual and organizational effectiveness, work-life balance also has specific implications during the period of imposed remote work. OBJECTIVE: The article outlines some of the antecedents of university teachers’ work-life balance. They were the only professionals teleworking during the whole period of imposed restriction and furthermore, university teachers are a group of professionals without any prior home office or remote work experience. METHODS: The cross-sectional study comprises randomized convenient sample of 708 university teachers who were administered an online …instrument, measuring the constructs of work-life balance, perceived stress, burnout, job satisfaction, general health, general fears and anxiety, and satisfaction with personal relations. RESULTS: The results reveal that perceived stress, burnout, job satisfaction, physical and mental health, psychosomatic problems and quality of relations are antecedents of participants’ work-life balance. CONCLUSIONS: University teachers have adapted to the new working mode and succeeded in maintaining moderate levels of work-life balance and burnout. However, our findings outline the need of a robust comprehensive framework, accounting for the multiple and multi-level predictors of work-life balance. Future research and HR perspectives have been outlined. Show more

Keywords: Work-life balance, burnout, perceived stress, telework, COVID-19, job satisfaction, university teachers

DOI: 10.3233/HSM-230089

Citation: Human Systems Management, vol. 43, no. 5, pp. 693-705, 2024

Authors: Luo, Ma

Article Type: Research Article

Abstract: BACKGROUND: With the change of human disease spectrum and the increase of public emergencies, the public’s demand for health services and health is gradually increasing and higher expectations are placed on public health personnel. OBJECTIVE: Research needs to establish a comprehensive system of evaluation indices for accurate assessment of the core competencies of public health personnel, to enhance their core competitiveness, and introduce novel approaches to evaluate talent development in the field of public health. METHODS: The study is based on the CIPP (Context Input Process Product) model and uses literature analysis, semi-structured interviews, and Delphi …methods to construct an evaluation index system for the core competitiveness of public health talent cultivation. The entropy method is used to determine the weight of the model evaluation index. Finally, the improved Artistic Be Colony algorithm (ABC) is used to optimize the BP network, and apply it to evaluate the core competitiveness of public health talent cultivation. RESULTS: The improved BP network achieved the target accuracy within 11 iterations, with the optimal value observed after 16 iterations, producing an MSE (Mean Square Error) value of 10–13. The evaluation of the index system reported a 97% accuracy, and upon application to the university’s public health training programme, nearly 50% of students and teachers achieved core competitiveness quality scores above 90. CONCLUSIONS: The aforementioned method suggests that it can proficiently assess the fundamental competitiveness of training for public health personnel and offer guidance for future development in the domain of public health. Show more

Keywords: CIPP, public health, talent development, core competencies, BP, indicator system

DOI: 10.3233/HSM-230066

Citation: Human Systems Management, vol. 43, no. 5, pp. 707-722, 2024

Authors: Taganoviq, Besarta | Kurutkan, Mehmet Nurullah | Bağış, Mehmet | Hoxha, Adnan | Kryeziu, Blerta | Hysenaj, Arben | Haxhijakupi, Erza | Bimbashi, Altina | Dalipi, Arta | Hyseni, Blerte | Harris, Linda Ukimeraj

Article Type: Research Article

Abstract: BACKGROUND: This article aims to perform a psychometric assessment of the scale of organizational readiness for digital innovations in a transition economy and to examine the antecedents of organizational readiness for digital innovations. METHODOLOGY: The study employed a quantitative research method to analyze data collected from a sample of 1236 health professionals. The scale secondary confirmatory factor and linear regression analysis were employed to verify organizational readiness and test the respective hypotheses about organizational readiness for digital innovation, respectively. RESULTS/CONCLUSIONS: The research findings show that the organizational readiness scale for digital innovations is valid and reliable …in transition economies. Findings show that the relationship between variables such as adaptation of human resources (AHR), cognitive readiness (COR), planning for new telehealth and e-health (PNTH), IT readiness (ITR), resource readiness (RR), partnership readiness (PR), and cultural readiness (CUR) are correlated with the innovations implementation effectiveness (IIE), and organizational readiness for digital innovation is positive statistically significant. Findings also suggest that Integration of old technologies (IoT) and organizational readiness for digital innovation is statistically significant and have negative relationship. Show more

Keywords: Organizational readiness, digital innovation, theory, e-health, healthcare

DOI: 10.3233/HSM-220202

Citation: Human Systems Management, vol. 43, no. 5, pp. 723-740, 2024

Authors: Yan, Hongxia

Article Type: Research Article

Abstract: BACKGROUND: With the increasing demand for professionalism and specialization in college counselors (CCs), it is especially important to implement comprehensive professional ability building (PAB) of CCs. OBJECTIVE: This paper proposes to provide institutional support for CCs’ PAB by establishing a sound CC career development system and improving the CC salary system, in order to better support college education. METHODS: Through research interviews, literature research and expert consultation, a questionnaire survey outline is set up from subjective, objective, and institutional factors. A random sampling method is adopted to conduct a questionnaire survey on CCs and school students. …Questionnaire results are analyzed qualitatively and quantitatively in terms of reliability, validity and so on, and the influence factors of PAB for CCs are discussed. The research hypothesis is put forward, and the current situation of PAB is further summarized. RESULTS: It is found that CCs have a strong subjective willingness to build their PA, and the potential motivation of objective factors is sufficient. However, the existing system is not perfect, and job burnout such as diminished enthusiasm for work has appeared. CONCLUSIONS: Based on the existing research results, this paper combines PDCA Cycle theory with ideological and political education theory from the perspective of management science. Classical management methods are applied to the PAB system of CCs, and specific implementation countermeasures are presented according to the workflow construction model from decision-making to implementation, monitoring, and improvement. Show more

Keywords: PDCA cycle, college counselor (CC), professional ability (PA)

DOI: 10.3233/HSM-230030

Citation: Human Systems Management, vol. 43, no. 5, pp. 741-753, 2024

Authors: Chhetri, Shanti Devi | Kumar, Devesh | Ranabhat, Deepesh

Article Type: Review Article

Abstract: BACKGROUND: In today’s data-driven society, most organizations use data to streamline their processes and achieve greater efficiencies. Human resource management is also affected by this new management style. Human Resource Analytics (HRA) is a novel and emerging method for enhancing human resource management. Due to the novelty of this field, few studies have been published in HRA. OBJECTIVE: The purpose of this paper is to investigate the primary research area of Human Resources Analytics (HRA) and to identify the research gaps. METHODS: This paper employs a systematic literature review methodology and bibliometric approach to analyze 91 …pieces of academic literature published between 2008 and 2022. The exclusion and inclusion criteria of the PRISMA framework were used to select the publications. Descriptive analysis, citation analysis, three field plot analysis, and level of study analysis were some of the analysis techniques used. RESULTS: The findings showed that there has been an increase in interest in HRA recently, with most of the research coming from India. Additionally, it was found that most research are carried out at the organisational level. The main areas of research are awareness and comprehension of HRA, HRA software, HRA applications, and barriers to HRA adoption in companies. The primary study needs were determined to include post-implementation effects, an examination of industry acceptance of HRA, and factors influencing the adoption of HRA successfully. CONCLUSION: This paper makes distinctive contribution to the body of knowledge on human resource analytics while also opening up fresh directions for in-depth investigation into the use of human resource analytics in businesses. Show more

Keywords: Human Resource Analytics (HRA), decision making, adoption, systematic, bibliometric analysis

DOI: 10.3233/HSM-230004

Citation: Human Systems Management, vol. 43, no. 5, pp. 755-771, 2024

Authors: Salamatian, Nahal | Shaemi Barzoki, Ali | Nasr Isfahani, Ali

Article Type: Research Article

Abstract: OBJECTIVE: The present study aimed to provide a talent management model for Mobarakeh Steel Company (MSC). METHODS: The research method in this study is a mixed method including qualitative and quantitative methods. Qualitative data were collected through interviews with experts and informants and then analyzed by grounded theory. Then, quantitative data were collected from employees and managers and analyzed by Partial Least Square (PLS) analysis. Finally, an interpretation and conclusion were made. In the qualitative section, the research community consists of 15 managers and experts of MSC. In the quantitative section, 300 managers and experts were selected as …a sample, and questionnaires were distributed and analyzed. RESULTS: The results of the interview analysis extracted 86 concepts, which were classified into 5 categories including causal conditions, central phenomena, contextual factors, strategies, and consequences. The results of the qualitative section show that causal conditions had a significant effect on the central phenomenon (with a coefficient of 0.89). In addition, the effect of the differentiation of susceptible manpower on contextual factors (with a coefficient of 0.82) was confirmed. Contextual factors have a significant effect on strategies (with a coefficient of 0.93). The results also show that the intervening factors (with a coefficient of 0.74) have a significant effect on the strategies and the talent management process (with a coefficient of 0.92) also has a significant effect on the consequences. CONCLUSIONS: The results provide insights and practical suggestions for managers who decide to design human resource system with a talent management approach. Additionally, the findings of this research help managers to better understand the factors that have an impact on talent management. Show more

Keywords: Talent management, talent, grounded theory, Mobarakeh Steel Company (MSC)

DOI: 10.3233/HSM-220179

Citation: Human Systems Management, vol. 43, no. 5, pp. 773-788, 2024

Authors: Zhang, Yan | Xu, De | Wang, Tianyu | Yang, Kewei | Yao, Xinyifeng | Cheng, Mingshuang | Ge, Dong

Article Type: Research Article

Abstract: BACKGROUND: With the growing global influence of new coronary pneumonia and an increasing number of successful education case, spherical video-based virtual reality (SVVR) has arisen as an application for effective integration with teaching and learning. OBJECTIVE: This is a mixed-methods study on SVVR-based training for pre-service CSL teachers to more effectively develop their cross-cultural communication and interaction abilities. METHODS: An experimental strategy was adopted in this work. First, the processing of VR technology for designed TVET courses, including practical training courses, had been completed; The second experiment was a group experiment of one month; Finally, the …hypotheses were tested by an independent sample t -test. RESULTS: Based on experiment data of the learners, this study build a multi-modal hybrid training and recognition model and confirm hybrid approach effectively improves the intercultural communication abilities of pre-service CSL teachers. CONCLUSIONS: The findings of this study confirm that information technology plays an important role in pre-service CSL teacher training, and teachers should incorporate more information technology, design more hands-on interactive activities and scenarios, and take into account the individual differences of learners in the teaching process. Several policy proposals are offered to ensure that ICT is better integrated into classroom instruction. Show more

Keywords: SVVR, pre-service CSL teachers, intercultural communication competence

DOI: 10.3233/HSM-230060

Citation: Human Systems Management, vol. 43, no. 5, pp. 789-804, 2024

Authors: Kumari, Sonu | Kaur, Kulwinder

Article Type: Research Article

Abstract: BACKGROUND: It is asserted that the positive outcomes from employees are a result of positive gestures initiated by the organization. Consequently, organizations can strategize their practices in such a manner that would stimulate and amplify positive behavioral outcomes from employees ultimately leading to organizational effectiveness and ameliorated organizational sustainability. OBJECTIVE: The objective of the present study is to investigate the relationship between Perceived Organizational Virtuousness (POV) and Workplace Happiness (WPH), mediated by Job Satisfaction (JS) for creating sustainable organizations. METHOD: Quantitative research approach was adopted following a conclusive research design. Purposive (Non-probability) sampling technique was used, …and data was collected from 470 employees from IT and ITeS sector companies of Delhi-NCR (India) using questionnaire. The statistical analysis was done using SmartPLS 4 for the data. RESULTS: The results revealed that employees, who perceive organizations as virtuous, tend to feel happy at the workplace. Also, the perceptions of Organizational Virtuousness were found to amplify the experiences of Workplace Happiness and it was also found that Job Satisfaction significantly mediates the stated relationship. CONCLUSIONS: The results of the study can help the managers and strategy makers to ensure well-being of employees and adding to their performance and effectiveness. Show more

Keywords: Organizational virtuousness, workplace happiness, well-being, job satisfaction, IT/ITeS organizational sustainability

DOI: 10.3233/HSM-230037

Citation: Human Systems Management, vol. 43, no. 5, pp. 805-822, 2024