Human Systems Management

This study consists of a literature review of scientific publications related to being, knowing and doing as components of individual learning in organizational contexts.

This literature review aims to analyze the relationships between being, knowing and doing as components of organizational learning, as well as the different theoretical perspectives that involve them. It is also intended to identify the evolution of mentioned components and gaps in theories in order to recommend future directions for research.

It begins with a bibliometric analysis combined with a systematic review. First, a metadata review is performed with the help of VosViewer. Subsequently, using the PRISMA statement for the systematic review, the search is refined and a content analysis is performed.

More research focused on strengthening individual learning and experiential learning as a contribution to the field of organizational learning is needed. An important relationship between being, knowing and doing with organizational learning theory is also identified. Knowledge management, know-how and context emerge as new theoretical elements or as part of the theories analyzed.

This research enriches existing knowledge by demonstrating that, despite the evident relationship between being, knowing and doing in knowledge construction, these components are not considered in individual and organizational knowledge planning indicating the need to study them further.

The concept of spirituality is gaining popularity in the business world. However, its definition remains a topic of debate within the scientific community due to variations in scope and dimensions depending on the approach used.

This paper aims to identify the fundamental properties necessary for comprehending Organizational Spirituality (OS). The primary objective is to propose a consensual definition of OS.

We conducted a systematic literature review to identify prior approaches that have touched upon the concept of OS. Subsequently, we performed a combinatorial analysis to identify varied levels of comprehension of spirituality in the workplace, and to provide an additional interpretation to the definition of OS by corroborating it with the perspectives of managers.

We have identified two levels of spirituality in organizational contexts: the individual level and the organizational level. We thereafter suggested a consensual definition of OS which was confirmed by professionals’ testimonies.

Research on the subject of OS is constrained by the insufficient conceptual development and divergent interpretations in current literature. Objective facts indicate that organizations cannot attain transcendence; however, their spirituality manifests in their vision, goals, and values.

With Big Resignations on and the job hopping trend difficult to stop, HR needs to arrive at a less frustrating and more relevant approach that can curtail employee turnover in the first place and arrive at a mutually beneficial approach for both parties in case they decide to depart. The turnover intentions of employees are an outcome of uncertainty at work, toxic work culture, lack of appropriate work-life balance, stagnation in career, lack of mental well-being or improper monetary compensation. It also is influenced by the work experience of employees within the organization and trust at the workplace. When an employee decides to quit, he is already mentally gone, here it becomes even more critical to ensure that they stay relatively engaged during the transition so as to ensure effective knowledge transfer. Within the given context, what should be the duration of a notice period? How can organizations ensure a win- win approach for both employer and employee so as to ensure effective knowledge transfer? The paper is an attempt towards exploring this aspect further so as to arrive at a mutually beneficial approach both from the employer and employee perspective.

With an objective to review the ‘process and mindset’ which are often counterproductive when an employee responds to dissatisfaction at work, the paper aims to look at the ideal duration of a notice period and the context in which it works best.

Based on a mini thematic review and using a qualitative approach, the paper explores the current trends, challenges and implications of big resignations to HR as well the problems associated with the different duration of a notice period. An empirical attestation of the study can further validate the feasibility of a notice period that varies across jobs, organizations, industry and levels. It can further be validated empirically the impact of “open discussions about career transitions and job opportunities as less taboo” at workplace on employee engagement of people while on notice period as well employee retention in organizations.

Employees need to be engaged even during their notice period, which may be possible only by ensuring a culture that promotes honest and open dialogues between employer and employee without any fear of reprisal when they are vocal about being unhappy in their jobs. An ideal notice need not be a ninety days, two months or two weeks period but has to vary across jobs, organizations and industry depending on the experience; job role; seniority; technicality; industry; availability of a person ready to take charge; or even period of employment of the leaving employee with the organization. The notice period works best i.e. ensures effective knowledge transfer within a workplace setting where job prospects or career transitions are considered less taboo and where the different reactions to dissatisfaction at work (EVLN) are handled through a ‘culture of open communication’, problem solving through ‘Happy, Present, Engaged’ conversations, “Training towards receiving & giving feedback and a ‘smooth transition’ in case the employee decides to quit.

Talent management plays an essential role as part of the HRM function in managing all employees, resulting in high performance. The role of human resources management has rapidly changed from focusing solely on recruitment, employee benefits and payroll to strategic human resources, focusing on sustaining and driving business strategies.

This study sought to determine the extent to which electronic human resource management and talent management principles were used in Jordanian universities. Additionally, it examined how electronic human resource management, including its components of hiring, training, and performance evaluation, might affect talent management in public universities.

The study sample, which included 470 faculty members, deans of faculties, and heads of departments at Jordanian universities, was given a questionnaire. Using the statistical software SPSS, simple and multiple regression were used to test the study’s hypotheses. The arithmetic means, and standard deviations were utilized to determine the levels of application of the study variables from the faculty’s point of view.

The results of the study revealed that the application level of electronic human resource management and talent management is medium. There is a statistically significant effect of electronic human resources management on talent management. Multiple regression was used to test the sub-hypotheses that showed a statistically significant effect of training and electronic performance evaluation on talent management and the absence of an effect of electronic recruitment on talent management.

Jordanian universities use electronic human resources management for operational rather than strategic purposes. Therefore there is no need to improve the infrastructure for electronic human resources management and talent management and align that with the general strategy of universities.

In the current post-pandemic context, the main characteristics of workplaces have changed radically. Among the most prominent aspects of the post-pandemic workplace are hybrid arrangements, wide-spread remote work as the main work arrangement and increasing automation and robotization. These changes pose major concerns in terms of workplace wellness and occupational health and safety, primarily due to emerging or insufficiently analyzed risks in the workplace.

Especially in the post-pandemic world, where emerging risks in the workplace add to the pre-existing organizational challenges, the key to preventive and proactive organizational behavior is integration of ergonomics in current work environments, irrespective of the type of work arrangement (remote, in office, manufacturing plants, etc.). Starting from this idea, the authors aimed to create an intervention model and to support the decision-making process to ensure successful implementation of ergonomic interventions.

The article presents a new perspective on workplace risk management and enhancement of workplace wellbeing based on a framework that encompasses workplace risk assessment, proposal of ergonomic interventions, and the managerial and financial evaluation of the proposed interventions.

A key contribution to the literature in the field is represented by case studies on two companies, where cost-benefit analysis (CBA) was performed to assess validity of the proposed framework.

The paper is a valuable contribution to the literature in the field of ergonomic interventions due to the innovative approach proposed by the authors. Innovation through combination is the key to a framework that addresses the real need of practitioners aiming to improve working conditions and ensure work-life balance across industries.

The Industry 4.0 and 5.0 models are dynamic, still under research and unsolved implementation for industrial manufacturers. The paradigm “Green Deal” goals launched by the European Commission is apparently difficult to define concrete action plans. The good practices of the manufacturing industry are punctual. The health crisis of COVID-19 proves the necessity of a solid economy, with customized fields of industry-engines, located on countries proximity or associated. The productive operational chain with a multi-sequence activity processed by human labor becomes critical.

The paper aims to identify Industry 4.0 and 5.0 concepts in both scientific character and pragmatic relevance, useful for productive organizations performing in the current business with difficult predictability environment.

The methodology approach the grounded theories, combining the inductive and deductive methods. Next to the data collection provided from other authors research, a qualitative method apply to several case studies as empirical methodology to explore the situations in which the designed model has not a single set of outcomes.

The principles CE become useful by transferring their meaning of waste reduction from material resources to human resources whether measuring tools are applied. I4.0 and I5.0 technical factors become means to recuperate the human factor within a culture of human centricity values.

By applying the CE principles, a mutual benefit organization-society is revealed, organization add values by hiring smart specialist from society I5.0 previously trained by organizational professional reconversion with technical support I4.0. The contribution is measured by reducing the waste, hence the cost of community unemployment rate.

The study focuses on millennials employees, who are projected to comprise over 75% of the global workforce in the coming decade. Previous studies indicate that millennials, exhibit lower levels of commitment compared to prior generations. Thus, it is important to analyse the effect of a hybrid working system on enhancing the commitment of millennial workers.

This study discusses the impact of implementing hybrid work arrangements on organizational commitment through task autonomy, job satisfaction, work-life balance, subjective well-being, and the availability of information technology tools.

A judgmental sampling with convenience technique has been employed to reach the targeted respondents. A total of 495 responses were collected for statistical analysis facilitated by the partial least squares structural equation modelling (PLS-SEM) approach.

The hybrid working system can encourage millennial commitment if the impact of job satisfaction is seen as significant mediating variables. Although the implementation of the hybrid working system can increase task autonomy, when task autonomy is a mediating variable, it can reduce organizational commitment. However, further investigation is required.

The hybrid working system can effectively boost organizational commitment among millennial workers, particularly when job satisfaction is high, as it serves as a critical full mediating variable.

Servant leadership plays a crucial role in fostering employees’ affective commitment within organizations. However, understanding the underlying mechanism through which servant leadership influences affective commitment is important to provide valuable insights into organizational research and practice.

This study aims to examine the mediating and moderating role of work engagement on the relationship between servant leadership and affective commitment in social exchange theory (SET).

Using the quantitative data via the completion of an online survey derived from employees in Indonesian public health institution, 154 useful data were analyzed using partial least squares structural equation modelling (PLS-SEM). Additionally, SmartPLS version 3.2 was utilized for testing the proposed hypotheses.

The results of the study show that servant leadership has no significant effect on affective commitment, but significant on work engagement. Also, the finding confirmed that work engagement has a significant effect on affective commitment. Furthermore, the empirical findings highlighted that work engagement fully mediates the link between servant leadership and affective commitment. However, regarding the moderation effect, work engagement does not moderate the relationship between servant leadership and affective commitment.

Servant leadership, rooted in the philosophy of serving others first, is theorized to have a significant impact on work engagement through the lens of SET. Servant leaders, by prioritizing the needs and development of their employees, foster a supportive work environment characterized by trust and empowerment. In return, employees reciprocate by investing more effort and energy into their work, leading to higher levels of work engagement.

In recent years, Albania, Bosnia and Herzegovina, and Kosovo have witnessed a notable increase in the number of skilled individuals, including healthcare professionals, seeking employment outside the country.

This paper’s research objective is to determine the factors influencing the brain drain of young individuals who work abroad based on the migration push and pull factors of healthcare professionals in Albania, Bosnia and Herzegovina, and Kosovo.

This paper combines a qualitative and quantitative research design. Data was generated via a questionnaire addressed to 300 young healthcare professionals. In addition, logistic regression was selected to evaluate future migration intentions.

One of this paper’s main findings is that young healthcare professionals cannot make a sound judgment on whether remuneration in the destination country will improve their situation.

The absence of accounting literacy is one of the main factors in young professionals’ poor judgment. The negative correlation between home country opportunities and migration intentions appeals to significant reforms in the health care sector to deter brain drain from the Western Balkan region.

In today’s world, acquiring essential skills is crucial for empowering individuals, particularly children, to handle everyday challenges and tasks in a technologically advanced society. Among these skills, computational thinking (CT) plays a vital role in problem-solving and adapting to the complex and evolving demands of the 21st century. However, it is necessary to explore the role of other thinking skills alongside CT, considering that CT cannot be improved and applied in isolation.

This paper aims to address the gap in knowledge regarding the application of systems thinking to CT development and its integration into education settings.

Results from two studies, focusing on CT development using educational robotics and maker technologies, form the basis of this paper. The research findings are synthesized and consolidated using the systemic FMA (framework of ideas, methodology, and area of concern) model.

The research findings illustrate that utilizing a diverse set of approaches, methods, and tools can improve CT skill development across different educational settings.

The adapted FMA model promotes methodological pluralism and facilitates a critical examination of CT development boundaries, leading to both conceptual and practical changes. This approach enables the recognition of emergent properties, the design of interventions, and the incorporation of multiple perspectives.

In the realm of contemporary management, decision-making emerged as a pivotal aspect, particularly within the human resource (HR) domain, profoundly influencing an organization’s culture and efficacy. The integration of high-quality data and artificial intelligence (AI) based automation in the recruitment process became very important in driving data-driven decision-making processes while hiring for any position.

This study sought to deeply explore the landscape of AI-based decision-making in the recruitment process while investigating the adoption of AI-enabled data-driven approaches within recruitment practice. Additionally, it aimed to propose a strong and healthy model aimed at significantly enhancing organizational effectiveness.

Smart PLS tool stood as the cornerstone of the analytical approach, offering a healthy framework for testing and validating our proposed model. To achieve the objectives, a two-fold approach was employed. Firstly, a comprehensive review of existing literature was conducted, encompassing seminal works and contemporary research on AI in HR and recruitment decision-making. Secondly, a small-scale survey was administered across diverse organizations representing IT and manufacturing industries. The survey focused on evaluating the current trends in AI adoption within the recruitment process and its impacts on decision-making, specifically emphasizing the utilization of assisted intelligence tools for routine activities and reporting upkeep. This dual-method approach provided insights into the practical challenges faced by organizations in adopting end-to-end decision-making automation.

The combination of information gathered from a small survey and extensive research showed a common pattern: widespread use of AI tools mainly for routine activities categorized as assisted intelligence, offering partial solutions for the recruitment day-to-day tasks. However, it underscored the growing necessity for automation intelligence that encompasses holistic end-to-end decision-making processes in recruitment practice. The utilization of the tool Smart-PLS for analyzing the data from the small-scale survey of 50 respondents further enhanced the depth and reliability of the findings. For declaring the model’s fitness, the Smart PLS tool was used by providing various indicators and techniques, such as goodness-of-fit measures and bootstrapping procedures, to ensure the accuracy and reliability of the model.

In the evolving landscape of increased automation, striking a balance between AI-driven decision-making in recruitment and human intervention holds paramount importance, especially in decisions affecting employees. The utilization of the Smart PLS tool not only enhanced the credibility of our findings but also underscored our commitment to employing state-of-the-art methodologies in advancing knowledge within our field. This study advocates for the adoption of an AI-enabled data-driven approach, emphasizing its potential to optimize recruitment practice and strengthen organizational effectiveness.

Motivation plays an important role in helping humans take action and work effectively and efficiently. It is important to understand the relationship between work motivation and productivity and to examine the factors associated with them.

This study aimed to conduct a bibliometric analysis of publications on motivation and productivity between 1953 and 2024 and to determine the main findings, most popular variables, and methodologies in these publications.

Data were downloaded from the Scopus database and 3363 articles on the subject published between 1954 and 2024 were examined. A comprehensive bibliometric analysis was performed using the Biblioshiny application of the Bibliometrix package and the VOSviewer program.

The study showed an increase in work motivation and productivity publications. The USA, the most cited, collaborative, and productive country, leads all studies. The study presents the most productive authors in this field, the most published journals, the most productive countries, the most used keywords by authors, and trending topics.

Developing appropriate working conditions and strategies that will increase the motivation of humans can maximize their potential and productivity. Especially psychology and management, studies are carried out in many fields such as education, health, and engineering. This research provides future researchers with a roadmap to in-depth exploration of the field and potential advances.