Emma Parry and Valentina Battista
Popular media suggests that technological advancement will continue to have a dramatic effect on work, but it is difficult to distinguish between the hype surrounding this and the…
Abstract
Popular media suggests that technological advancement will continue to have a dramatic effect on work, but it is difficult to distinguish between the hype surrounding this and the actual potential impacts. This study examines what the evidence is in relation to the impact of emerging technologies on work and the role of the human resource (HR) function in helping employees and organisations to navigate these changes. Evidence suggests that the latest technologies, such as artificial intelligence and robotics, are being employed by organisations to automate simple and repetitive tasks as well as to make complex decisions quickly and more accurately via predictive algorithms. In addition, emerging technologies are increasingly being used to support the implementation of more flexible working practices such as virtual work and gig work. However, this will present a number of challenges for HR professionals, who will need to help employees to update their skills to compete in the future world of work, and to find ways to address the possible negative effects of increased connectivity and precarious working arrangements on employee wellbeing.
Details
Keywords
Emilija Oleškevičiūtė, Michael Dickmann, Maike Andresen and Emma Parry
The purpose of this literature review is to critically analyze, synthesize and integrate the currently fragmented literature concerning the factors affecting the international…
Abstract
Purpose
The purpose of this literature review is to critically analyze, synthesize and integrate the currently fragmented literature concerning the factors affecting the international transfer of individual career capital (CC).
Design/methodology/approach
This paper is a systematic literature review of the factors affecting the international transfer of individual CC from/for expatriates, repatriates and other employed highly skilled migrants and return migrants. The findings are classified based on the Social Chronology Framework (SCF) proposed by Gunz and Mayrhofer (2015).
Findings
This systematic literature review suggests that the international transfer of individual CC, which can be expressed both as (1) individual-level transfer across different organizations located in different countries as the direct use and application of CC and (2) individual knowing-how transfer to other individuals within organization, is affected by the individual, organizational and broader contextual-level factors that are bound by the aspect of time. The authors summarize the findings by presenting a model of the factors affecting the international transfer of individual CC.
Originality/value
The authors align the CC framework (Defillippi and Arthur, 1994) to the SCF (Gunz and Mayrhofer, 2018) by explaining the factors affecting the international transfer of individual CC that go beyond the qualities of CC, including the Being, Space and Time domains. Moreover, the authors critique the current focus on the international CC transfer in the present suggesting that future research should explore this phenomenon as a more dynamic process. Finally, the authors contribute to the literature on the global mobility of highly skilled employees' by highlighting gaps in the knowledge of the international transfer of CC and presenting a future research agenda.
Details
Keywords
Anda Stef and Emil Lucian Crișan
Employees’ perceptions of digital transformation (DT) affect digital technology adoption and utilization. These attitudes, such as digital preparation or acceptance of…
Abstract
Purpose
Employees’ perceptions of digital transformation (DT) affect digital technology adoption and utilization. These attitudes, such as digital preparation or acceptance of digitization, are linked to personal and organisational resources. The goal is to assess employees’ impressions of (1) DT in general and (2) the organization’s DT efforts, focusing on how these efforts affect their field of activity and (3) their DT expectations.
Design/methodology/approach
Using the Unified Theory of Acceptance and Use Technology (UTAUT), a model was built and examined from three perspectives: demographic characteristics, employee views of DT and organisational activities in DT. We used semi-structured interviews with ten international HR employees to validate the model.
Findings
Because the IT company we studied has several digital technologies, global HR departments, and varied organisational contexts, we started with “purposive sampling”. The principal findings offer the model an extensive understanding of how demographic characteristics, employees’ views of digital transformation (DT), and organisational DT activities affect digital technology uptake and use expectations.
Originality/value
This research may help companies plan for HR department digital technology installation and use. The approach can enable further research on digital technology uptake in businesses and practical ways to meet employee expectations.
Details
Keywords
Peter Littlejohns, Katharina Kieslich, Albert Weale, Emma Tumilty, Georgina Richardson, Tim Stokes, Robin Gauld and Paul Scuffham
In order to create sustainable health systems, many countries are introducing ways to prioritise health services underpinned by a process of health technology assessment. While…
Abstract
Purpose
In order to create sustainable health systems, many countries are introducing ways to prioritise health services underpinned by a process of health technology assessment. While this approach requires technical judgements of clinical effectiveness and cost effectiveness, these are embedded in a wider set of social (societal) value judgements, including fairness, responsiveness to need, non-discrimination and obligations of accountability and transparency. Implementing controversial decisions faces legal, political and public challenge. To help generate acceptance for the need for health prioritisation and the resulting decisions, the purpose of this paper is to develop a novel way of encouraging key stakeholders, especially patients and the public, to become involved in the prioritisation process.
Design/methodology/approach
Through a multidisciplinary collaboration involving a series of international workshops, ethical and political theory (including accountability for reasonableness) have been applied to develop a practical way forward through the creation of a values framework. The authors have tested this framework in England and in New Zealand using a mixed-methods approach.
Findings
A social values framework that consists of content and process values has been developed and converted into an online decision-making audit tool.
Research limitations/implications
The authors have developed an easy to use method to help stakeholders (including the public) to understand the need for prioritisation of health services and to encourage their involvement. It provides a pragmatic way of harmonising different perspectives aimed at maximising health experience.
Practical implications
All health care systems are facing increasing demands within finite resources. Although many countries are introducing ways to prioritise health services, the decisions often face legal, political, commercial and ethical challenge. The research will help health systems to respond to these challenges.
Social implications
This study helps in increasing public involvement in complex health challenges.
Originality/value
No other groups have used this combination of approaches to address this issue.