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1 – 10 of 24Rajasshrie Pillai and Kailash B.L. Srivastava
The research examines the role of Smart HRM 4.0 in developing dynamic capabilities and its impact on human resources and organizational performance.
Abstract
Purpose
The research examines the role of Smart HRM 4.0 in developing dynamic capabilities and its impact on human resources and organizational performance.
Design/methodology/approach
The authors used a grounded theory approach and conducted interviews of 39 senior HR managers from IT, ITeS, consulting, services and E-commerce companies through a semi-structured questionnaire. The authors analyzed the interview data with NVivo 8.0 to identify the themes related to the dynamic capabilities to Smart 4.0 HR practices.
Findings
The study provides a conceptual framework for organizational performance using dynamic capabilities built due to Smart HRM 4.0 practices. Organizations use Smart HRM 4.0 to develop dynamic capabilities: building learning and knowledge sharing capability and integration, reconfiguration capabilities. Further, the dynamic capabilities contribute to HR and organizational performance.
Originality/value
This study divulges the role of Smart HRM 4.0 practices in developing dynamic capabilities in Indian firms. The study provides an appealing insight into the structural link between Smart HRM 4.0 and dynamic capabilities, which are yet to be explored. This study extends the Smart HRM 4.0 and dynamic capabilities concepts for senior HR professionals and contributes to human resource management and organizational performance literature.
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Rajasshrie Pillai and Kailash B.L. Srivastava
The study explores the factors affecting the use of smart human resource management 4.0 (SHRM 4.0) practices and its effect on dynamic capabilities and, consequently, on…
Abstract
Purpose
The study explores the factors affecting the use of smart human resource management 4.0 (SHRM 4.0) practices and its effect on dynamic capabilities and, consequently, on organizational performance.
Design/methodology/approach
The authors used socio-technical and dynamic capabilities theory to propose the notable research model. The authors explored the factors driving the use of SHRM 4.0 practices and their contribution to organizational performance through the development of dynamic capabilities. The authors collected data from 383 senior HR managers using a structured questionnaire, and PLS-SEM was used to analyze the data.
Findings
The results show that socio-technical factors such as top management support, HR readiness, competitive pressure, technology readiness and perceived usefulness influence the use of SHRM 4.0 practices, whereas security and privacy concerns negatively influence them. Furthermore, the authors also found the use of SHRM 4.0 practices influencing the dynamic capacities (build (learning), integration and reconfiguration) and, subsequently, its impact on organizational performance.
Originality/value
Its novelty lies in developing a model using dynamic capabilities and socio-technical theory to explore how SHRM 4.0 practices influence organizational performance through dynamic capabilities. This study extends the literature on SHRM 4.0 practices, HR technology use, HR and dynamic capabilities by contributing to socio-technical theory and dynamic capabilities and expanding the scope of these theories in the area of HRM. It provides crucial insights into HR and top managers to benchmark SHRM 4.0 practices for improved organizational performance.
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Rajasshrie Pillai, Yamini Ghanghorkar, Brijesh Sivathanu, Raed Algharabat and Nripendra P. Rana
AI-based chatbots are revamping employee communication in organizations. This paper examines the adoption of AI-based employee experience chatbots by employees.
Abstract
Purpose
AI-based chatbots are revamping employee communication in organizations. This paper examines the adoption of AI-based employee experience chatbots by employees.
Design/methodology/approach
The proposed model is developed using behavioral reasoning theory and empirically validated by surveying 1,130 employees and data was analyzed with PLS-SEM.
Findings
This research presents the “reasons for” and “reasons against” for the acceptance of AI-based employee experience chatbots. The “reasons for” are – personalization, interactivity, perceived intelligence and perceived anthropomorphism and the “reasons against” are perceived risk, language barrier and technological anxiety. It is found that “reasons for” have a positive association with attitude and adoption intention and “reasons against” have a negative association. Employees' values for openness to change are positively associated with “reasons for” and do not affect attitude and “reasons against”.
Originality/value
This is the first study exploring employees' attitude and adoption intention toward AI-based EEX chatbots using behavioral reasoning theory.
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Rajasshrie Pillai, Raman Preet, Brijesh Sivathanu and Nripendra P. Rana
The emergence of cryptocurrency has developed a new payment system that is changing how financial transactions happen in hospitality. Consumers/travelers have started…
Abstract
Purpose
The emergence of cryptocurrency has developed a new payment system that is changing how financial transactions happen in hospitality. Consumers/travelers have started experimenting with cryptocurrency payments in hotels and restaurants. However, extant research is lacking in understanding the consumer adoption intention of cryptocurrency payments. This study investigates the intention to use cryptocurrency payments in the hospitality industry.
Design/methodology/approach
The conceptual model in this study is based on the Behavioral Reasoning Theory, and it explores the motivating and deterring factors influencing the adoption of cryptocurrency payments in the hospitality industry. A quantitative survey was conducted among 1,080 consumers to examine and confirm the model, with data being analyzed through the Partial Least Squares Structural Equation Modeling (PLS-SEM) method.
Findings
The outcome of this work showed that the “reasons for” positively influence and “reasons against” negatively influence consumers’ attitudes and use intentions. Consumers’ values of openness to change positively influence the “reasons for” and do not influence the “reasons against” and attitude toward the use of cryptocurrency payments.
Practical implications
This work contributes to practice by providing insights to customers (users/payee), hospitality managers (investors) and organizations/firms (receiving crypto payments) as well as to financial firms and the government.
Originality/value
This research contributes to cryptocurrency payment adoption and behavioral finance literature. The research uniquely provides the adoption and inhibiting factors for cryptocurrency payment in an integrated framework in the hospitality sector.
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Rajasshrie Pillai, Shilpi Yadav, Brijesh Sivathanu, Neeraj Kaushik and Pooja Goel
This paper aims to investigate the use of Industry 4.0 (I4.0) technology and its barriers in human resourcemanagement (HRM) for Smart HR 4.0 and its impact on HR performance.
Abstract
Purpose
This paper aims to investigate the use of Industry 4.0 (I4.0) technology and its barriers in human resourcemanagement (HRM) for Smart HR 4.0 and its impact on HR performance.
Design/methodology/approach
The research has been conducted using the grounded theory approach. Semi-structured interviews were conducted with 122 senior HR officers of national and multi-national companies in India after the extensive literature review. NVivo 8.0 software was used for the analysis of the interview data.
Findings
I4.0 technology is used for HRM functions by HR professionals. It is revealed that Smart HR 4.0 that emerged from the I4.0 technology has leveraged the HR performance. It is also found that usage barriers, traditional barriers and risk barriers affect the use of I4.0 technology in HRM.
Originality/value
A model is developed using the grounded theory approach for HR managers to understand the impact of I4.0 on HRM. This study reveals the barriers affecting the use of I4.0 technology in HRM. It also provides the model for HR performance that emerged through the use of I4.0 technology in HR and Smart HR 4.0. The research delivered key insights for the HR professionals, marketers of HR technology and technology developers.
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Rajasshrie Pillai, Brijesh Sivathanu, Bhimaraya Metri and Neeraj Kaushik
The purpose of this paper is to investigate students' adoption intention (ADI) and actual usage (ATU) of artificial intelligence (AI)-based teacher bots (T-bots) for learning…
Abstract
Purpose
The purpose of this paper is to investigate students' adoption intention (ADI) and actual usage (ATU) of artificial intelligence (AI)-based teacher bots (T-bots) for learning using technology adoption model (TAM) and context-specific variables.
Design/methodology/approach
A mixed-method design is used wherein the quantitative and qualitative approaches were used to explore the adoption of T-bots for learning. Overall, 45 principals/directors/deans/professors were interviewed and NVivo 8.0 was used for interview data analysis. Overall, 1,380 students of higher education institutes were surveyed, and the collected data was analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique.
Findings
The T-bot's ADI’s antecedents found were perceived ease of use, perceived usefulness, personalization, interactivity, perceived trust, anthropomorphism and perceived intelligence. The ADI influences the ATU of T-bots, and its relationship is negatively moderated by stickiness to learn from human teachers in the classroom. It comprehends the insights of senior authorities of the higher education institutions in India toward the adoption of T-bots.
Practical implications
The research provides distinctive insights for principals, directors and professors in higher education institutes to understand the factors affecting the students' behavioral intention and use of T-bots. The developers and designers of T-bots need to ensure that T-bots are more interactive, provide personalized information to students and ensure the anthropomorphic characteristics of T-bots. The education policymakers can also comprehend the factors of T-bot adoption for developing the policies related to T-bots and their implications in education.
Originality/value
T-bot is a new disruptive technology in the education sector, and this is the first step in exploring the adoption factors. The TAM model is extended with context-specific factors related to T-bot technology to offer a comprehensive explanatory power to the proposed model. The research outcome provides the unique antecedents of the adoption of T-bots.
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Rajasshrie Pillai and Brijesh Sivathanu
To understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR data…
Abstract
Purpose
To understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR data quality along with descriptive and predictive financial and non-financial metrics.
Design/methodology/approach
This work utilizes the grounded theory method. After the literature was reviewed, 113 HR managers of multinational and national companies in India were interviewed with a semi-structured questionnaire. The collected interview data was analyzed with NVivo 8.0 software.
Findings
It is interesting to uncover the descriptive and predictive non-financial and financial metrics of HR practices and their influence on organizational performance. It was found that HR data quality moderates the relationship between the HR practices outcome and HR metrics. This study found that HR metrics help in HR decision-making for strategic HRM and subsequently affect organizational performance.
Originality/value
This study has uniquely provided the descriptive and predictive non-financial and financial metrics of HR practices and their impact on HR decision making, strategic HRM and organizational performance. This study highlights the importance of data quality. This research offers insights to the HR managers, HR analysts, chief HR officers and HR practitioners to achieve organizational performance considering the various metrics of HRM. It provides key insights to the top management to understand the HR metrics' effect on strategic HRM and organizational performance.
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Pooja Goel, Neeraj Kaushik, Brijesh Sivathanu, Rajasshrie Pillai and Jasper Vikas
The purpose of this study, a current systematic literature review, is to synthesize the extant literature on consumers’ adoption of artificial intelligence and robotics (AIR) in…
Abstract
Purpose
The purpose of this study, a current systematic literature review, is to synthesize the extant literature on consumers’ adoption of artificial intelligence and robotics (AIR) in the context of the hospitality and tourism sector (HATS) to gain a comprehensive understanding of it. This study also outlines insights for academia, practitioners, AI marketers, developers, designers and policymakers.
Design/methodology/approach
This study used a content analysis approach to conduct a systematic literature review for the period of 10 years (2011–2020) of the various published studies themed around consumer’s adoption of AIR in HATS.
Findings
The synthesis draws upon various factors affecting the adoption of AIR, such as individual factors, service factors, technical and performance factors, social and cultural factors and infrastructural factors. Additionally, the authors identified four major barriers, namely, psychological, social, financial, technical and functional that hinder the consumer’s adoption of artificial intelligence and robots in the hospitality and tourism industry.
Originality/value
To the best of the author’s/authors’ knowledge, this study is a first attempt to synthesize the factors that drive consumers’ adoption of artificial intelligence and robots in the hospitality and tourism industry. The present work also advances the tourism and consumer behavior literature by offering an integrated antecedent-outcome framework.
Visual abstract
Figure 2 The objective of the current systematic literature review is to synthesize the extant literature on consumer’s adoption of artificial intelligence and robotics (AIR) in the context of the hospitality and tourism sector (HATS) to gain a comprehensive understanding of it. For that purpose, authors conducted content analysis of extant literature on consumer’s adoption of AIR in HATS from 2011 to 2020. Authors presented an integrated antecedent outcome framework of the factors that drive consumer’s adoption of artificial intelligence and robots in the hospitality and tourism industry.
目的
这篇系统性文献综述的目的是综合现有关于消费者在酒店和旅游部门(HATS)中采用人工智能和机器人(AIR)的文献, 以便全面了解它。这项研究还概述了学术界、从业者、人工智能营销人员、开发人员、设计师和决策者的见解。
设计/方法论/方法
本研究使用内容分析方法对 10 年(2011–2020 年)期间的各种已发表研究进行系统的文献回顾, 主题围绕消费者在 HATS 中采用 AIR。
结果
本研究揭示了四大服务:自动化、定制、信息传播、旅游移动性和导航服务。 此外, 作者确定了阻碍消费者在酒店和旅游业采用人工智能和机器人的四大障碍, 即心理、社会、财务、技术和功能
原创性
本研究首次尝试综合推动消费者在酒店和旅游业中采用人工智能和机器人的因素。本文还通过提供一个综合的前因结果框架, 推进了旅游和消费者行为文献。
Resumen
Objetivo
El objetivo de la actual revisión sistemática literaria es sintetizar la literatura existente sobre la adopción de la inteligencia artificial y la robótica (IAR) por parte de los consumidores en el contexto del sector hotelero y turístico (SHT) para ganar un entendimiento comprensivo del mismo. Este estudio también traza visiones para los académicos, profesionales, comercializadores de AI, desarrolladores, diseñadores, y los elaboradores de las políticas a seguir.
Diseño/metodología/enfoque
El presente estudio siguió un enfoque de análisis de contenido para realizar una revisión sistemática de la literatura durante el período de 10 años (2011–2020) de los diversos estudios publicados y basados en la adopción de IAR en SHT, por parte de los consumidores.
Los hallazgos
Este estudio desvela cuatro grandes servicios: automatización, personalización, difusión de información, movilidad turística y servicios de navegación. Adicionalmente, los autores identificaron cuatro barreras principales, a saber; psicológicas, sociales, financieras, técnicas y funcionales, que impiden la adopción de la inteligenica artificial y la robótica por parte del consumidor, en la industria de la hospitalidad y el turismo.
Originalidad
Este estudio es un primer intento de sintetizar los factores que impulsan la adopción de la inteligencia artificial y la robótica por parte de los consumidores en la industria hotelera y turística. El presente trabajo también fomenta la literatura sobre el turismo y el comportamiento del consumidor, ofreciendo un marco integrado de resultados precedentes.
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Brijesh Sivathanu and Rajasshrie Pillai
This paper aims to highlight the importance of Smart Human Resources 4.0 (Smart HR 4.0) and its role as a catalyst in the disruption process in the human resource domain. This…
Abstract
Purpose
This paper aims to highlight the importance of Smart Human Resources 4.0 (Smart HR 4.0) and its role as a catalyst in the disruption process in the human resource domain. This paper illustrates the advantages of Smart HR 4.0 in the HR domain by using the example of Credit Suisse, which has extensively used people analytics to reduce employee attrition.
Design/methodology/approach
The paper discusses the role of Smart HR 4.0 as a disruptor in the human resource domain. With the help of the Smart HR 4.0 conceptual framework, this paper illustrates how Smart HR 4.0 disrupts the talent on-boarding, talent development, and talent off-boarding process.
Findings
An organization would require a successful Smart HR 4.0 strategy to cope up with the challenges of Industry 4.0 transformation. Emerging technologies such as Internet-of-Things, Big Data, and artificial intelligence will automate most of the HR processes, resulting in efficient and leaner HR teams. Both organization structure and leadership style changes would be required for efficient Smart HR 4.0 implementation that would allow HR departments to play a more strategic role in the overall organization growth.
Originality/value
This paper contributes to the existing literature and body of knowledge in the HR domain by developing a Smart HR 4.0 conceptual framework. This paper discusses how Smart HR 4.0 acts as a catalyst in the disruption of talent ion-boarding, talent development, and talent off-boarding process with the help of emerging technologies and change in the employee generation.
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Poornima Sehrawat and Rajasshrie Pillai
The purpose of this study is to understand the importance of neuroscience for human resource management (HRM).
Abstract
Purpose
The purpose of this study is to understand the importance of neuroscience for human resource management (HRM).
Design/methodology/approach
This study reviewed the extant literature and interviewed doctors and HR managers to understand the implications of neuroscience for HRM.
Findings
This paper highlights the applications and understanding of neuroscience in various verticals of HRM for effective HR management.
Practical implications
This paper provides valuable insights to HR managers to develop HR practices considering the implications of neuroscience for HRM.
Originality/value
This study is valuable, as it provides the details of usage of neuroscience for effective HRM.
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