Human Resource Management

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Promoting Employee Engagement: Concept Paper for the Development of a Conceptual Framework
(Wayamba Journal of Management, 2022) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
This study aimed to examine how employee engagement can be increased through the perceived desirability of disruptive Human Resource Management (HRM) technologies where sociological phenomena like gender stereotype change and work realities as work- family conflicts derive lower employee engagement. This study is a literature review in which employee engagement, gender stereotype change, work-family conflicts, and disruptive HRM technologies literature were surveyed and reviewed from two perspectives. Both perspectives developed a conceptual framework that focuses on three impacts. The first is the role of work-family conflicts in mediating the impact of changing gender stereotypes on employee engagement. Second, the perceived desirability of disruptive HRM technologies has a direct impact on increasing employee engagement. The third effect is that the perceived desirability of disruptive HRM technologies has a moderating effect on the impact of work- family conflicts on employee engagement. The paper provides directions for empirical research basedon the predicted impacts.
Work-Family Conflicts in the Context of Labour Market Change: A Systematic Literature Review
(Management and Economics Review, 2022) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, Indumathi
Reviews on Work-Family Conflicts (WFCs) research are done to establish new knowledge and to set future research directions as the subject evolves and the gaps in existing reviews need to be filled in. The purpose of the research was to find out the common areas addressed in the empirical research landscape on WFCs during the last five years and the areas that need more focus for future research. The study used the systematic literature review methodology using the PRISMA framework. Four hundred twenty (420) empirical studies conducted between 2015 and 2020 were considered for the review. The finding revealed that eleven common areas had been addressed. They can be categorized into four themes: “volatile resources, gender, and mental health outcomes”, “social support, work-life balance policies, and well-being problems”, “emotional exhaustion and work-family enrichment” and “job-related outcomes”. The results have implications for theory, practitioners, and future researchers. Furthermore, there were some limitations to this study.
Gender stereotypes change outcomes: a systematic literature review
(Emerald Publishing Limited, 2021) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
Purpose Even though researchers have discussed gender stereotype change, only a few studies have specifically projected outcomes or consequences. Hence, the main purpose of this study is to examine the impact of gender stereotype change concerning the different outcomes. Design/methodology/approach In achieving the purpose, the authors searched and reviewed current empirical knowledge on the outcomes of gender stereotype change in the Scopus and EBSCOhost databases from 1970 to 2020. The entire process was conducted through a systematic literature review methodology. The article selection criteria were executed using the PRISMA article selection flowchart steps, and 15 articles were included for the review. Findings The findings reveal that the outcomes from gender stereotype change research can be categorized mainly under the themes of “family and children,” “marriage” and “equality and women's employment.” Research limitations/implications The co-occurrence network visualization map reveals gaps in the existing literature. There may be more possible outcomes relating to the current realities, and more cross-cultural research is needed. Practical implications These outcomes provide some implications for policymakers. Originality/value Even though researchers have discussed gender stereotype change on its various outcomes or consequences, research is less. Hence, this study provides a synthesis of consequences and addresses the gaps in the area.
Disruptive human resource management technologies: a systematic literature review
(European Journal of Management and Business Economics, 2022) Priyashantha, K.G.; Alwis, A. Chamaru De; Welmilla, Indumathi
Purpose – The disruptive human resource management (HRM) technologies are now considered a significant facilitator to change and benefit the entire HRM landscape. This view needs to be further verified by reviewing the knowledge on the subject in the empirical research landscape. Thus, the study’s objectives were to find (1) the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies. Design/methodology/approach – The article is a literature review that was followed by the systematic literature review and the preferred reporting items for systematic reviews and meta-analyses (PRISMA). The review considered 45 articles published during the 2008–2021 period extracted from the Scopus database, and bibliometric analysis was performed to achieve the research objectives. Findings – The results found that scholarly attention has been given to electronic HRM (E-HRM) rather than the disruptive HRM technologies. The areas investigated include the determinants of intention, adoptions and use of E-HRM and the outcomes of E-HRM adoptions and use. These outcomes can be further divided into general outcomes and HRM outcomes. Research limitations/implications – The findings reveal gaps in E-HRM research and disruptive HRM technologies remain untapped in the empirical research landscape. Hence, the study findings provide some implications for future research and applications. Originality/value – The study found empirically proven determinants of E-HRM intention, adoptions and use and E-HRMadoptions and use outcomes.Thesewere found in the studies conducted during the 2008–2021 period.

Human Resource Management

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