Ever the past 20 years, we have seen amazing advancements in information and communications techn... more Ever the past 20 years, we have seen amazing advancements in information and communications technology. From the advent of the Internet to social media and mobile technology, the ways in which we communicate and collaborate with others will never be the same. Today’s levels of connectivity mean that we are no longer restricted by time or location in our communications but can instead interact with others from across the globe from anywhere and at any time of day or night. Our social networks have grown exponentially and the shape of the working day has been revolutionized as we can now work (and play) from home, or while on the move. As such, the development of these new communication channels within the digital era has affected virtually everyone regardless of location, age, or social status. Along with these transitions have come equally dramatic changes to the ways that we attract and recruit new employees into organizations. Recruiters are faced with the need to engage with a workforce that now communicates electronically, is used to having access to large amounts of information at their fingertips and to receiving immediate feedback. Organizations are faced with a new generation of potential employees who not only use different modes of communication and interaction, but also have different expectations of how they want to build relationships with potential employers. Against this backdrop we have seen recruiters forced to develop online resources and to interact with both active and passive job seekers via social media. It is for these reasons that I am very pleased to launch the series “The Changing Context of Managing People” with a book that focuses on social recruiting. The aim of the book series is to examine the ways in which the context in which we are all working and living is changing and how this affects human resource management and the workforce. As series editor, I wanted to develop a series that would help those of us who undertake research, teach or work in human resource management keep up vii Downloaded by UNIVERSITA DEL SALENTO - Coordinamento SIBA At 02:05 08 February 2017 (PT) with how these changes might affect the ways in which we manage people. This text fits squarely into this theme and provides us with an exciting analysis of how new modes of communication are affecting the ways in which employers engage with potential employees.
PurposeThis paper aims to examine the influence of big data (BD) on human resource management (HR... more PurposeThis paper aims to examine the influence of big data (BD) on human resource management (HRM). It defines how these data can be a useful tool in the decision-making process of companies’ human resources to obtain a sustainable competitive advantage.Design/methodology/approachThis paper emphasizes the need to develop a holistic approach to emphasize these relations. Starting from these observations, the document proposes empirical research employing Eurostat data to test the benefits of BD in HRM decisions that optimize the relationship between training, productivity, and well-being.FindingsThe findings estimate HRM decisions and their impact in a broader macroeconomic and microeconomic perspective.Originality/valueBD research is emerging as a crucial discipline in human resources. To overcome this problem, the paper develops an analysis of the literature on cleaner production and sustainability context; it creates a conceptual framework to clarify whether the existing studies ...
European Conference on Management Leadership and Governance
The present study is aimed to two related objectives: 1) to make a systematic review of the relat... more The present study is aimed to two related objectives: 1) to make a systematic review of the relationship between toxic leadership, burnout and turnover intentions in the workplace 2) to use this knowledge to investigate if and to what extent a toxic leadership style might negatively impact workers' burnout and turnover intentions. This second objective was pursuedconducting a survey focused on a convenience sample of 156 employees (48% males and 50% females), working in small and medium enterprises across Italy. The structured questionnaire adopted is composed of validated measures of emotional exhaustion (Sirigatti et al. 1988 ), toxic leadership (Schmidt, 2008), turnover intention (Mobley et al., 1978) and job satisfaction (Wanous et al., 1997). Results showed that all dimensions of burnout and turnover intentions were positively related to toxic leadership. Limitations of the study as well as practical implications for research and practice in HRM are discussed.
The International Journal of Logistics Management, 2018
PurposeThe purpose of this paper is to examine the influence of the Digital Divide (DD) and digit... more PurposeThe purpose of this paper is to examine the influence of the Digital Divide (DD) and digital alphabetization (DA) on the Big Data (BD) generation process, to gain insight into how BD could become a useful tool in the decision-making process of supply chain management (SCM). Similarly, the paper aims to recognize and understand, from a value-creation perspective, the correlation between DD and BD generation and between DD and SCM.Design/methodology/approachThe approach utilized in the present study consists of two steps: first, a systematic literature review was conducted aiming at finding out to determine the existing relationship between “Big Data Analytics” (BDA), “SCM” and the “DD”. A total of 595 articles were considered, and analysis showed a clear relationship among BDA, SCM, and DD. Next, the Vector autoregressive (VAR) approach was applied in a case study to prove the correlation between DD (as part of internet usage) and internet acquisitions, and in general terms th...
Ever the past 20 years, we have seen amazing advancements in information and communications techn... more Ever the past 20 years, we have seen amazing advancements in information and communications technology. From the advent of the Internet to social media and mobile technology, the ways in which we communicate and collaborate with others will never be the same. Today’s levels of connectivity mean that we are no longer restricted by time or location in our communications but can instead interact with others from across the globe from anywhere and at any time of day or night. Our social networks have grown exponentially and the shape of the working day has been revolutionized as we can now work (and play) from home, or while on the move. As such, the development of these new communication channels within the digital era has affected virtually everyone regardless of location, age, or social status. Along with these transitions have come equally dramatic changes to the ways that we attract and recruit new employees into organizations. Recruiters are faced with the need to engage with a workforce that now communicates electronically, is used to having access to large amounts of information at their fingertips and to receiving immediate feedback. Organizations are faced with a new generation of potential employees who not only use different modes of communication and interaction, but also have different expectations of how they want to build relationships with potential employers. Against this backdrop we have seen recruiters forced to develop online resources and to interact with both active and passive job seekers via social media. It is for these reasons that I am very pleased to launch the series “The Changing Context of Managing People” with a book that focuses on social recruiting. The aim of the book series is to examine the ways in which the context in which we are all working and living is changing and how this affects human resource management and the workforce. As series editor, I wanted to develop a series that would help those of us who undertake research, teach or work in human resource management keep up vii Downloaded by UNIVERSITA DEL SALENTO - Coordinamento SIBA At 02:05 08 February 2017 (PT) with how these changes might affect the ways in which we manage people. This text fits squarely into this theme and provides us with an exciting analysis of how new modes of communication are affecting the ways in which employers engage with potential employees.
PurposeThis paper aims to examine the influence of big data (BD) on human resource management (HR... more PurposeThis paper aims to examine the influence of big data (BD) on human resource management (HRM). It defines how these data can be a useful tool in the decision-making process of companies’ human resources to obtain a sustainable competitive advantage.Design/methodology/approachThis paper emphasizes the need to develop a holistic approach to emphasize these relations. Starting from these observations, the document proposes empirical research employing Eurostat data to test the benefits of BD in HRM decisions that optimize the relationship between training, productivity, and well-being.FindingsThe findings estimate HRM decisions and their impact in a broader macroeconomic and microeconomic perspective.Originality/valueBD research is emerging as a crucial discipline in human resources. To overcome this problem, the paper develops an analysis of the literature on cleaner production and sustainability context; it creates a conceptual framework to clarify whether the existing studies ...
European Conference on Management Leadership and Governance
The present study is aimed to two related objectives: 1) to make a systematic review of the relat... more The present study is aimed to two related objectives: 1) to make a systematic review of the relationship between toxic leadership, burnout and turnover intentions in the workplace 2) to use this knowledge to investigate if and to what extent a toxic leadership style might negatively impact workers' burnout and turnover intentions. This second objective was pursuedconducting a survey focused on a convenience sample of 156 employees (48% males and 50% females), working in small and medium enterprises across Italy. The structured questionnaire adopted is composed of validated measures of emotional exhaustion (Sirigatti et al. 1988 ), toxic leadership (Schmidt, 2008), turnover intention (Mobley et al., 1978) and job satisfaction (Wanous et al., 1997). Results showed that all dimensions of burnout and turnover intentions were positively related to toxic leadership. Limitations of the study as well as practical implications for research and practice in HRM are discussed.
The International Journal of Logistics Management, 2018
PurposeThe purpose of this paper is to examine the influence of the Digital Divide (DD) and digit... more PurposeThe purpose of this paper is to examine the influence of the Digital Divide (DD) and digital alphabetization (DA) on the Big Data (BD) generation process, to gain insight into how BD could become a useful tool in the decision-making process of supply chain management (SCM). Similarly, the paper aims to recognize and understand, from a value-creation perspective, the correlation between DD and BD generation and between DD and SCM.Design/methodology/approachThe approach utilized in the present study consists of two steps: first, a systematic literature review was conducted aiming at finding out to determine the existing relationship between “Big Data Analytics” (BDA), “SCM” and the “DD”. A total of 595 articles were considered, and analysis showed a clear relationship among BDA, SCM, and DD. Next, the Vector autoregressive (VAR) approach was applied in a case study to prove the correlation between DD (as part of internet usage) and internet acquisitions, and in general terms th...
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