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The study aims to investigate the trait-based roots of psychological ownership (PO) and explores the work-related mechanisms through which individual traits manifest in organizationally relevant forms of PO. It identifies trait mindfulness as a distal antecedent of organization-based and job-based PO with meaningful work mediating the relationship.

The hypotheses were developed using the mindfulness-to-meaning theory and tested using a three-wave design on 220 full-time employed professionals.

The data was analyzed using partial least squares structural equation modeling 4.0 predicting trait mindfulness is positively associated with organization-based PO and job-based PO. All the hypotheses were supported except relational transparency acting as a moderator.

The results are discussed in light of the genesis of PO in the philosophy of existentialism. The source of meaning is identified as a possible new antecedent category for all forms of PO.

This study aims to investigate the mediating effect of concern for information privacy between e-HRM and job stress that eventually develops a turnover intention among employees.

A survey questionnaire was used on working professionals employed in the service and manufacturing sectors. A total of 178 usable responses were collected adopting a convenient snowball sampling technique. PLS-SEM was used to analyze and investigate the hypothesized relationships.

The study found that higher perceptions of e-HRM strength led to less concern for information privacy breaches. Further, concern for information privacy was positively associated with employee job stress and turnover intention. A positive relationship between job stress and turnover intention among employees was also established. Moreover, perceived concern for information privacy fully mediated the relationship between e-HRM and job stress and, eventually, turnover intention among employees.

Organizations should focus on ensuring considerable e-HRM strength while adopting and implementing e-HRM practices; failing may lead to concerns for employee privacy, job stress and eventually turnover intention among employees.

To the best of the authors’ knowledge, the study is among the first few studies to identify perceived concern for information privacy as a consequence of e-HRM reflecting the dark side of e-HRM.

Artificial intelligence (AI)-based human capital management (HCM) software solutions represent a potentially effective way to leverage and streamline a bank’s human resources. However, despite the attractiveness of AI-based HCM solutions to improve banks’ effectiveness, to the best of the authors’ knowledge, there are no current studies that identify critical success factors (CSFs) for adopting AI-based HCM in the banking sector. This study aims to fill this gap by investigating CSFs for adopting AI-based HCM software solutions in the banking sector.

Full consistency method methodology and technology–organization–environment, economic and human framework are used for categorizing and ranking CSFs.

The study identifies the technological and environmental dimensions as the most and least important dimensions for AI-based HCM adoption in banks. Among specific CSFs, compatible technology facilities, sufficient privacy and security and relative advantages of technology over competing technologies were identified as the most important. Implementation of AI-based HCM solutions requires significant outlays of resources, both human and financial, for banks.

The study provides bank administrators a set of objective parameters and criterion to evaluate the feasibility of adopting a particular AI-based HCM solution in banks.