Porcelain Publishing / JCHRM / Volume 14 / Issue 1 / DOI: 10.47297/wspchrmWSP2040‑800502.20231401
Cite this article
2
Download
130
Views
Journal Browser
Volume | Year
Issue
Search
News and Announcements
View All
ARTICLE

A Systematic Bibliometric Analysis on the Current Digital Human Resources Management Studies and Directions for Future Research

Hale Alan 1
Show Less
1 Akdeniz University, Manavgat, Antalya, Turkey
© Invalid date by the Author(s). This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution 4.0 International License ( https://creativecommons.org/licenses/by/4.0/ )
Abstract

Electronic Human Resources Management (e-HRM) activities should be continued with more technological and innovative methods. The aim of this research is to examine in detail the current studies on e-HRM based activities and to determine the orientation of the concepts. As a result of keywords analysis, it is seen that big data, artificial intelligence, cloud computing, Internet of Things have come to the fore. In the last ten years, 3888 publications related to e-HRM have been retrieved from the web of science database, and 56 newest articles on Human Resource Management (HRM) application, practice, strategy and execution, which contain search phrases. It is seen that the subject of e-HRM is the starting point in determining the research terms and the main starting point of the articles that guide the study, and the most cited publications in this field are the studies on e-HRM. It is thought that developments in mobile applications, smart automation and artificial intelligence also affect the studies in the field of electronic or digital HRM. The common feature of the most recent publications on technology-oriented HRM practices, strategies and practices is the acceptance that their effects are wide-ranging. Recent discussions on technology and HRM strategies in businesses have emphasized the importance of social context and appear to have developed frameworks that acknowledge both the material and social character of technologies. As a result, the current increase in the use of digital technologies affects the competencies and expectations of the digital workforce.

Keywords
E-HRM
Digitalization
HRM practices
HRM strategies
Mobile HRM
References

[1] Ageev, A.I., Averyanov, M., Evtushenko, S.N., & Kochetova, E.Y. (2017). Digital society: Architecture, principles, vision. Economic Strategies, 1: 114-125.

[2] Aguinis, H., & Lawal, S. O. (2013). ELancing: A review and research agenda for bridging the science–practice gap. Human Resource Management Review, 23(1): 6-17.

[3] Agustin, A.N. Jimenez, D.J. Fernandez, F. M. (2022). The role of human resource practices in the implementation of digital transformation. International Journal of Manpower, 43(2): 395-410.

[4] Alam, M. G. R., Masum, A. K. M., Beh, L. S., & Hong, C. S. (2016). Critical factors influencing the decision to adopt human resource information system (HRIS) in hospitals. PLoS One, 11(8): 1-22.

[5] Bag, S., Dhamija, P., Pretorius, J.H.C., Chowdhury, A.H. & Giannakis, M. (2022). Sustainable electronic human resource management systems and firm performance: An empirical study. International Journal of Manpower, 43(1): 32-51.

[6] Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. SAGE Publications, Inc.

[7] Basu, M. (2019). Implementing e-hrm in cross-country environment: The key to organizational growth (January 5, 2019). Proceedings of 10th International Conference on Digital Strategies for Organizational Success.

[8] Benckendorff, P., & Zehrer, A. (2013). A network analysis of tourism research. Annals of Tourism Research, 43: 121-149.

[9] Behling, O., Labovitz, G., & Gainer, M. (1968). College recruiting: A theoretical base. Personnel Journal, 47:13-19.

[10] Berber, N., Đorđević, B., & Milanović, S. (2018). Electronic human resource management (e-hrm): А new concept for digital age. Strategic Management, 23(2): 22-32.

[11] Bersin, J. (2017). Digital HR: Platforms, people, and work. Global Human Capital Trends.

[12] Bhattacharyya, D.S., Dutta, G.K. (2021). Implementing a digital human resources management tool in the government health sector in Bangladesh: A policy content analysis, BMC Health Services Research, 21: 1346.

[13] Bissola, R., & Imperatori, B. (2014). The unexpected side of relational e-HRM. Employee Relations, 36(4): 376-397.

[14] Bondarouk, T. V., & Ruël, H. J. M. (2009). Electronic human resource management: Challenges in the digital era. International Journal of Human Resource Management, 20(3): 505-514.

[15] Bondarouk, T., Parry, E. and Furtmueller, E. (2017). Electronic HRM: Four decades of research on adoption and consequences. The International Journal of Human Resource Management, 28(1): 98-131.

[16] Bondarouk, T., Harms, R., & Lepak, D. (2015). Does e-HRM lead to better HRM service? The International Journal of Human Resource Management, 1-31.

[17] Bondarouk, T., and Brewster, C. (2016). Conceptualising the future of HRM and technology research. The International Journal of Human Resource Management, 27: 2652-2671.

[18] Bondarouk, T., & Furtmueller-Ettinger, E. (2012). Electronic human resource management: Four decades of empirical evidence. Best Paper Proceedings of the Academy of Management Meeting 2012, Boston, MA.

[19] Bondarouk, T., & Ruel, H. J. M. (2013). The strategic value of e-HRM: Results from an exploratory study in a governmental organization. The International Journal of Human Resource Management, 24(2): 391-414.

[20] Caligiuri, P., De Cieri, H., Minbaeva, D. et al. (2020). International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice. Journal of International Business Studies, 51: 697-713.

[21] Cedar C. (2006). Cedar crestone 2006 workforce technologies and service delivery approaches survey. Cedar Crestone.

[22] Charalampous, M., Grant, C. A., Tramontano, C., & Michailidis, E. (2019). Systematically reviewing remote e-workers' well-being at work: A multidimensional approach. European Journal of Work and Organizational Psychology, 28(1): 51-73.

[23] Daim, T., Bukhari, E., Bakry, D., VanHuis, J., Saadatmand, M., Yalcin, H., & Wang, X. (2019). Forecasting technology trends of the gap between science and technology: The case of software as a service e-commerce. Paper Presented at the Proceedings of the International Annual Conference of the American Society for Engineering Management.

[24] Dery, K., Hall, R., Wailes, N., & Wiblen, S. (2013). Lost in translation? An actor-network approach to HRIS implementation. Journal of Strategic Information Systems, 22(3): 225-237.

[25] Duggan, J., Sherman, U., Carbery, R., & McDonnell, A. (2020). Algorithmic management and app-work in the gig economy: A research agenda for employment relations and HRM. Human Resource Management Journal, 30(1): 114-132.

[26] Ellmer, M., & Reichel, A. (2018). Mind the channel! An affordance perspective on how digital voice channels encourage or discourage employee voice. Human Resource Management Journal, 31(1): 259-276.

[27] Florkowski, G. W., & Olivas-Luján, M. R. (2006). The diffusion of human-resource informationtechnology innovations in non-US firms and US. Personnel Review, 35: 684-710.

[28] Fregnan, E., Ivaldi S., & Scaratti, G. (2020). Hrm 4.0 And new managerial competences profile: The comau case. Front. Psychol, 11: 578251.

[29] Foroudi, P., Reza, M., Mohammad, M. F., Sayabek, Z., & Solongo, M. (2020). Against the odds: Consequences of social media in b2b and b2c. In Beyond Multi-Channel Marketing. Bingley: Emerald Publishing Limited.

[30] Gauthier, E. (1998). Bibliometric analysis of scientific and technological research: A user's guide to the methodology. Science and Technology Redesign Project Statistics Canada.

[31] Grant, C. A., Tramontano, C., & Michailidis, E. (2019). Systematically reviewing remote e-workers' well-being at work: A multidimensional approach. European Journal of Work and Organizational Psychology, 28(1): 51-73.

[32] Gow, K., & McDonald, P. (2006). Attributes required of graduates for the future workplace. Journal of Vocational Education & Training, 52: 373-396.

[33] Heikkil€a, J. P., & Smale, A. (2011). The effects of 'language standardization' on the acceptance and use of e-HRM systems in foreign subsidiaries. Journal of World Business, 46(3): 305-313.

[34] Hempel, P. S. (2004). Preparing the HR profession for technology and information work. Human Resource Management, 43(2/3): 163-177.

[35] Holm, B.A. (2012). Towards an ubiquitous recruitment process and candidate relationship management. German Journal of Research in Human Resource Management, 26(3).

[36] Howcroft, D. & Bergvall-Kåreborn, B. (2019). A typology of crowdwork platforms work employ. Soc., 33(1): 21-38.

[37] Imtiaz, H., Iftikhar, A.B., Namra, M., & Ejaz, A. M. (2019). The comparison of the perception of university administrators about the use of e-human resource management practices. Journal of Organizational Behavior Research, 4(2): 98-105.

[38] Intindola, M. L., Lewis, G., Flinchbaugh, C., & Rogers, S. E. (2019). Web-based recruiting's impact on organizational image and familiarity: Too much of a good thing?. The International Journal of Human Resource Management, 30(19): 2732-2753.

[39] Jani, A., Muduli, A., & Kishore, K. (2021). Human resource transformation in India: examining the role digital human resource technology and human resource role. International Journal of Organizational Analysis.

[40] Keupp, M.M., Palmie, M., & Gassmann, O. (2012). The strategic management of innovation: A systematic review and paths for future research. International Journal of Management Reviews, 14: 367-390.

[41] Konovalova, V., Mitrofanova, E., Mitrofanova, A., & Gevorgyan, R. (2022). The impact of artificial intelligence on human resources management strategy: Opportunities for the humanisation and risks. WISDOM-Special Issue 1(2): 88-98.

[42] Kucherov, D., & Tsybova, V. (2022). The contribution of e-recruitment practices to e-recruitment outcomes in Russian companies. Measuring Business Excellence, 26(3): 366-377.

[43] Lin, L.H. (2011). Electronic human resource management and organizational innovation: The roles of information technology and virtual organizational structure. International Journal of Human Resource Management, 22(2): 235-257.

[44] Liu, L., Sun, B, & Xu, Q. (2022). Mobile edge computing application in enterprise human resource management platform based on task scheduling algorithm. Mobile Information Systems, 22.

[45] Lv, Z., Tan, Z., Wang, Q., & Yang, Y. (2018). Cloud computing management platform of human resource based on mobile communication technology. Wireless Pers Commun, 102: 1293-1306.

[46] Malik, N., Tripathi, S.N., Kar, A.P., & Gupta, S. (2022). Impact of artificial intelligence on employees working in industry 4.0 led organizations. International Journal of Manpower, 43(2): 334-354.

[47] Marler J., Parry E., & Lepak D. (2009). E-HRM in different national contexts: Strategic trigger or strategic choice? Paper Presented at the Academy of Management Annual Conference, Chicago, USA.

[48] Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1): 18-36.

[49] Marler, J. H., & Parry, E. (2016). Human resource management, strategic involvement and e-HRM technology. International Journal of Human Resource Management, 27(19): 2233-2253.

[50] Mitrofanova, E.A., Konovalova, V.G., & Mitrofanova, A.E. (2019). Opportunities, problems and limitations of digital transformation of HR management. The European Proceedings of Social & Behavioural Sciences, 57: 1717-1727.

[51] Nabi, G., Linan, F., Fayolle, A., Krueger, N. & Walmsley, ´A. (2017). The impact of entrepreneurship education in higher education: A systematic review and research agenda. Academy of Management Learning & Education, 16: 277-299.

[52] Nagendra, A., & Deshpande, M. (2014). Human resource information systems (HRIS) in HR planning and development in mid to large sized organizations. Procedia: Social and Behavioral Sciences, 133: 61-67.

[53] Nankervis, A.R., & Cameron, R. (2022). Capabilities and competencies for digitised human resource management: Perspectives from Australian HR professionals. Asia Pacific Journal of Human Resources, 61(1): 232-251.

[54] Ni, Q. (2022). Deep neural network model construction for digital human resource management with human-job matching. Computational Intelligence and Neuroscience, 22.

[55] Nura, A. A., & Osman, N. H. (2013). Gauging the effect of performance management and technology based human resource management on employee retention: The perspective of academics in higher educational institutions in Sokoto State Nigeria. Asian Social Science, 9: 295-304.

[56] Obeidat, S. M. (2016). The link between e-HRM use and HRM effectiveness: an empirical study. Personnel Review, 45(6): 1281-1301.

[57] Parry, E., & Tyson, S. (2011). Desired goals and actual outcomes of e-HRM. Human Resource Management Journal, 21(3): 335-354.

[58] Parry, E. (2011). An examination of e-HRM as a means to increase the value of the HR function. The International Journal of Human Resource Management, 22(5): 1146-1162.

[59] Rod, I. (2016). Disentangling the family firm's innovation process: A systematic review. Journal of Family Business Strategy, 7: 185-201.

[60] Ruël, H., & van der Kaap, H. (2012). E-hrm usage and value creation. Does a facilitating context matter?. German Journal of Human Resource Management, 26(3): 260-281.

[61] Ruël, H., Bondarouk, T., & Looise, J. K. (2004). E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM. Manag. Rev., 15: 364-380.

[62] Ruël, H. J. M., & Bondarouk, T. (2012). A cross-national perspective on the intersection between information technology and HRM. In C. Brewster & M. Mayrhofer (Eds.), a handbook of research on comparative human resource management. Cheltenham: Edward Elgar, 416-448.

[63] Ruël, H., & T. Bondarouk. (2014). E-HRM research and practice: Facing the challenges ahead. In handbook of strategic e-business management. Springer Berlin Heidelberg, 633-653.

[64] Russo, S. D., Mascia, D., & Morandi, F. (2018). Individual perceptions of HR practices, HRM strength and appropriateness of care: Ameso, multilevel approach. The International Journal of Human Resource Management, 29(2).

[65] Rynes, S.L., (1991). Recruitment, Job Choice, and Post-Hire Consequences: A call for new research directions, in handbook of industrial and organizational psychology, M.D. Dunnette ve L.M. Hough, Eds., Palo Alto, CA: Consulting Psychologists Press.Rynes, S.L.; Miller, H.E.,recruiter and job influences on candidates for employment. Journal of Applied Psychology, 68(1): 147-154.

[66] Saputra, A., Wang, G., Zhang, J. Z., & Behl, A. (2022). The framework of talent analytics using big data. The TQM Journal, 34(1): 178-198.

[67] Schalk, R., Timmerman, V., & den Heuvel, S. van. (2013). How strategic consideration sinfluence decision making on e-HRM applications. Human Resource Management Review, 23(1): 84-92.

[68] Shankar, A. (2022). Does employees' perception towards mobile human resource management application quality affect usage intention? A moderated-mediation analysis. The TQM Journal, 34(1): 145-159.

[69] Shankar, A. and Nigam, A. (2022). Explaining resistance intention towards mobile HRM application: The dark side of technology adoption. International Journal of Manpower, 43(1): 206-225.

[70] Sharapova, N. V., Sharapova, V. M., & Shvetsova, D. M. (2017). Digital recruitment technologies. Creative Economy, 11(9): 953-966.

[71] Som, A. (2012). Organizational response through innovative HRM and redesign: A comparative study from France and India. The International Journal of Human Resource Management, 23(5): 952-976.

[72] Spence, M. (1973). Job market signaling. Quarterly Journal of Economics, 87: 355-373.

[73] Spence, M. (2002). Signaling in retrospect and the informational structure of markets. American Economic Review, 92(3): 434-459.

[74] Stone, D.L., & Dulebohn, J.H. (2013). Emerging issues in theory and research on electronic human resource management (e-HRM). Human Resource Management Review, 23: 1-5.

[75] Strohmeier, S. (2007). Research in e-HRM: Review and implications. Human Resource Management Review, 17(1): 19-37.

[76] Strohmeier, E., & Parry, S. (2014). HRM in the digital age—digital changes and challenges of the HR profession. Empl. Relat, 6: 456-461.

[77] Strohmeier, S., & Kabst, R. (2009). Organisational adoption of e-HRM in Europe: an empirical exploration of major adoption factors. Journal of Managerial Psychology, 24(6): 482-501.

[78] Tijdens, G. K., De Ruijter, E., & De Ruijter, J. (2013). Comparing tasks of 160 occupations across eight European countries. Employee Relations, 36(2): 110-127.

[79] Qalhati, N., Karim, A. M., Al Mughairi, B., Al Hilali, K., & Hossain, M. I. (2020). Technology and HR practices in educational sector in sharqiya governate of oman. International Journal of Academic Research in Business and Social Sciences. 10(10): 435-443.

[80] Vereycken, Y., Ramioul, M., Desiere, S., & Bal, M. (2021). Human resource practices accompanying industry 4.0 in European manufacturing industry. Journal of Manufacturing Technology Management, 32(5): 1016-1036.

[81] Wang, J. Bai, W., & Liu, Y. (2022). Optimization for the human resources management strategy of the iot industry based on AHP. Computational Intelligence and Neuroscience.

[82] Wiblen, S. (2016). Framing the usefulness of eHRM in talent management: A case study of talent identification in a professional services firm. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 33(2): 95-107.

[83] Williams, P., McDonald, P., & Mayes, R. (2021) Recruitment in the gig economy: attraction and selection on digital platforms. The International Journal of Human Resource Management, 32(19): 4136-4162.

[84] Wirtky, T., Laumer, S., Eckhardt, A., & Weitzel, T. (2016). On the untapped value of it in HRM—A literature review communications of the association for information systems. CAIS, 38(2).

[85] Vahdat, S. (2022). The role of IT-based technologies on the management of human resources in the COVID-19 era. Kybernetes: The International Journal of Systems & Cybernetics, 51(6): 2065-2088.

[86] Van Geffen, C., Ruël, H., & Bondarouk, T. (2013). E-HRM in MNCs: What can be learned from a review of the IS literature? European Journal of International Management, 7(4): 373.

[87] Virdyananto, A. et al. (2017). User acceptance of human resource information system: An integration model of unified theory of acceptance and use of technology (UTAUT), task technology fit (TTF), and symbolic adoption. 2016 International Conference on Information Technology Systems and Innovation, ICITSI 2016-Proceedings, 1-6.

[88] Yoon, S. J., & Chae, Y. J. (2012). Management of paradox: A comparative study of managerial practices in Korean and Japanese firms. The International Journal of Human Resource Management, 23(17): 3501-3521.

[89] Ziebell, R. C., Albors-Garrigos, J., Schoeneberg, K. P., & Marin, M. R. P. (2019). Adoption and success of e-HRM in a cloud-computing environment: A field study. International Journal of Cloud Applications and Computing, 9(2): 1-27.

Share
Back to top
Journal of Chinese Human Resources Management, Electronic ISSN: 2040-8013 Print ISSN: 2040-8005, Published by Porcelain Publishing