- پورشهابی, وحید. (1402). آموزش کارکنان با استفاده از هوش مصنوعی (ارائه یک مدل سیستمی). فصلنامه مدیریت و چشم انداز آموزش،(3)5،281-248 https://doi.org/10.22034/jmep.2024.422828.1258
- رحیمیاقدم، صمد، صالحپور، پدرام و نامور، رقیه. (۱۴۰۳). چالشهای اخلاقی اتخاذ هوش مصنوعی در مدیریت منابع انسانی. اخلاق در علوم و فناوری.(4)19، 149-143 http://ethicsjournal.ir/article-1-3026-fa.html
- Abir, B. (2015). Talent management in UAE: A study of contemporary practices in the banking industry (Doctoral dissertation, The British University in Dubai).
- Ammirato, S., Felicetti, A. M., Linzalone, R., Corvello, V., & Kumar, S. (2023). Still our most important asset: A systematic review on human resource management in the midst of the fourth industrial revolution. Journal of Innovation & Knowledge, 8(3), 100403. https://doi.org/10.1016/j.jik.2023.100403
- Applebaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing advantage: Why high-performance work systems pay off. Ithaca: Cornell University Press.
- Arnaud, S., & Wasieleski, D. M. (2014). Corporate humanistic responsibility: Social performance through managerial discretion of the HRM. Journal of Business Ethics, 120, 313-334. https://doi.org/10.1007/s10551-013-1668-4
- Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687. https://doi.org/10.2307/256705
- Arthur, J. B., & Boyles, T. (2007). Validating the human resource system structure: A levels-based strategic HRM approach. Human Resource Management Review, 17(1), 77-92. https://doi.org/10.1016/j.hrmr.2007.02.001
- Azizi, M. R., Atlasi, R., Ziapour, A., Abbas, J., & Naemi, R. (2021). Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6), e07233. https://doi.org/10.1016/j.heliyon.2021.e07233
- Bailey, T. (1993). Organizational innovation in the apparel industry. Industrial Relations, 32, 30–48.
- Bal, M., & Dorenbosch, L. W. (2014). Age-related Differences in the Relations between Individualized HRM and Organizational Performance. In Academy of Management Proceedings (Vol. 2014, No. 1, p. 10214). Briarcliff Manor, NY 10510: Academy of Management.
- Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
- Bartram, T., Byrne, L., Wang, Y., & Jiang, Z. (2024). Caring for our workers: advancing human resource management to support workforce mental health. Personnel Review, 53(5), 1077-1091.
- Becker, B. E., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39, 779-801.
- Bhutoria, A. (2022). Personalized education and artificial intelligence in the United States, China, and India: A systematic review using a human-in-the-loop model. Computers and Education: Artificial Intelligence, 3, 100068. https://doi.org/10.1016/j.caeai.2022.100068
- Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, and profits (8th ed.). New York: McGraw-Hill.
- Chaudhary, M. D., Baliyan, R., Verma, D. S. K., Madhukar, K. S., & Kushwaha, M. A. (2024). Challenges of adopting digitalization in human resources management through artificial intelligence. Journal of Research Administration, 6(1).
- Coff, R. W. (1997). Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Academy of Management Review, 22, 374–402.
- Cogin, J. A., & Williamson, I. O. (2014). Standardize or customize: The interactive effects of HRM and environment uncertainty on MNC subsidiary performance. Human Resource Management, 53(5), 701-721. https://doi.org/10.1002/hrm.21600
- Cohen, A., & Blake, R. (2017). Career decision making: The impact of open communication between employees and management. Journal of Organizational Behavior, 39(2), 245-263. https://doi.org/10.1002/job.2109
- Creswell, J. W., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches (5th ed.). Sage publications
- De Gama, N., McKenna, S., & Peticca-Harris, A. (2012). Ethics and HRM: Theoretical and conceptual analysis. Journal of Business Ethics, 111, 97–108. https://doi.org/10.1007/s10551-012-1438-7
- Demo, G., Costa, A. C. R., & Coura, K. V. (2024). HRM practices in the public service: a measurement model. RAUSP Management Journal, 59(1), 50-66.
- Doe, J., & Smith, A. (2021). The importance of continuous learning for employees in healthcare institutions. Journal of Health Administration, 25(2), 45-58.
- Dogan, M. E., Goru Dogan, T., & Bozkurt, A. (2023). The use of artificial intelligence (AI) in online learning and distance education processes: A systematic review of empirical studies. Applied Sciences, 13(5), 3056. https://doi.org/10.3390/app13053056
- Edwards, M. R., & Bach, S. (2012). Human resource management in transition. In Managing Human Resources: Human Resource Management in Transition (pp. 1-17).
- Faridah, A., Khuzaini, K., Shaddiq, S., Redjeki, D. S. S., Jaya, F. P., Cahyaningrum, Y., ... & Sulastini, S. (2023). The influence of E-HRM implementation on human resource behavior in Indonesia in the era of industry 4.0 and society 5.0. Hut Publication Business and Management, 3(1), 22-27.
- Fithriyah, I. N., & Setyaning, A. N. A. (2024). Say goodbye to the ‘Great Resignation’ phenomenon: Why HRM interventions must start understanding the psychological dynamics that drive employees’ career decision-making. Asian Journal of Management, Entrepreneurship and Social Science, 4(02), 186-229.
- Ford, J. K., Noe, R. A., Kraiger, K., Bell, B. S., & Tannenbaum, S. I. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305-323. https://doi.org/10.1037/apl0000142
- Giannakis, D., Chalikias, I., & Tsirigoti, E. (2019). The effect of sales and HRM strategic alignment on a corporate sustainable competitive advantage: The significant role of the HR business partner. International Journal of Innovation, Management and Technology, 10(6), 207-218.
- Gu, M., Zhang, Y., Li, D., & Huo, B. (2023). The effect of high-involvement human resource management practices on supply chain resilience and operational performance. Journal of Management Science and Engineering, 8(2), 176-190. https://doi.org/10.1016/j.jmse.2022.12.002
- Hadiwijaya, M. F., & Gunawan, I. (2019). The effect of HR interventions on employee willingness to compromise: The role of organizational support. Journal of Human Resource Management, 3(2), 45-58. https://doi.org/10.1016/j.jhrm.2019.02.003
- Herman, A., Gottfredson, R. K., & Joo, H. (2012). Using performance management to win the talent war. Business Horizons, 55, 609-616. https://doi.org/10.1016/j.bushor.2012.07.001
- Hillel, T., Bierlaire, M., Elshafie, M., & Jin, Y. (2020). A systematic review of machine learning classification methodologies for modelling passenger mode choice. Journal of Choice Modelling, 100221. https://doi.org/10.1016/j.jocm.2020.100221
- Huang, X., Yang, F., Zheng, J., Feng, C., & Zhang, L. (2023). Personalized human resource management via HR analytics and artificial intelligence: Theory and implications. Asia Pacific Management Review, 28(4), 598-610. https://doi.org/10.1016/j.apmrv.2022.12.007
- Huang, X., Zhang, L., & Feng, C. (2020). Personalized human resource management: Theory and implications. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 12029). Briarcliff Manor, NY: Academy of Management. https://doi.org/10.5465/AMBPP.2020.12029abstract
- Huselid, M. A. (1995). The impact of human resources management on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635-672. https://doi.org/10.2307/256741
- Iqbal, A. (2019). The strategic human resource management approaches and organisational performance. Journal of Advances in Management Research, 16(2), 181–193. https://doi.org/10.1108/JAMR-11-2018-0092
- Islami, K., & Sopiah, D. (2022). Artificial Intelligence in Human Resources in the Era of Society 5.0. International Journal of Research and Innovation in Social Science, 6(11), 675-681.
- Jada, K. (2016). Assessment of employee attrition and maximizing employee retention: Leveraging business intelligence tools for data-driven HR decision making. Global Journal of Business and Integral Security, 4(2), 55-73.
- Jia, Q., Guo, Y., Li, R., Li, Y., & Chen, Y. (2018, December 2-6). A conceptual artificial intelligence application framework in human resource management. In International Conference on Electronic Business, Proceedings (pp. 91). Guilin, China. Retrieved from https://aisel.aisnet.org/iceb2018/91
- Jose, G., & Mampilly, S. R. (2021). It is not a case of “one size fits all”: The need for customized HRM practices for employee engagement. Development and Learning in Organizations: An International Journal, 35(6), 14-17. https://doi.org/10.1108/DLO-09-2020-0184
- Jose, G., PM, N., & Kuriakose, V. (2024). HRM practices and employee engagement: Role of personal resources-a study among nurses. International Journal of Productivity and Performance Management, 73(1), 1-17.
- Khan, M. R. (2024). Application of artificial intelligence for talent management: Challenges and opportunities. AHFE International. https://doi.org/10.54941/ahfe1004496
- Khan, Z., Soundararajan, V., & Shoham, A. (2020). Global post-merger agility, transactive memory systems and human resource management practices. Human Resource Management Review, 30(1), 100697.
- Kitchenham, B., & Charters, S. (2007). Guidelines for performing systematic literature reviews in software engineering. Keele University and Durham University Joint Report.
- Kroon, B., Freese, C., & Schalk, R. (2016). A strategic HRM perspective on i-deals. Academy of Management Proceedings. https://doi.org/10.5465/ambpp.2016.11972abstract
- Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage Publications.
- Lu, Y., Zhang, M. M., Yang, M. M., & Li, T. (2024). Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving. Human Resource Management.
- Ma, X., Zhang, Y., Wang, Z., & Li, J. (2019). The impact of career advancement on organizational mission engagement: A study of Chinese employees. Journal of Applied Psychology, 104(3), 398-410. https://doi.org/10.1037/apl0000352
- Marescaux, E., De Winne, S., & Brebels, L. (2021). Putting the pieces together: A review of HR differentiation literature and a multilevel model. Journal of Management, 47(6), 1564-1595.
- Miao, R., Humphrey, R. H., & Qian, S. (2019). Willingness to compromise: A key to understanding career satisfaction and turnover intention. Journal of Vocational Behavior, 113, 38-49. https://doi.org/10.1016/j.jvb.2019.05.011
- Mockaitis, A. I. (Ed.). (2023). The Palgrave handbook of global migration in international business. Springer Nature. https://doi.org/10.1007/978-3-031-38886-6
- Mughal, F., Bal, P. M., Swart, J., & Findikli, M. A. (2019, August). Unpacking the Effects of Reduced Load Work Arrangements via Perceived Job Autonomy & Overall Justice. In Academy of Management Proceedings (Vol. 2019, No. 1). Academy of Management
- Newhall, S. (2012). A global approach to talent management. Human Resource Management International Digest, 20(1), 31-34. https://doi.org/10.1108/09670731211233294
- Nguyen, C. M. (2024). THE RELATIONSHIPS BETWEEN HRM PRACTICES, ORGANIZATIONAL SUPPORT AND INNOVATION: A ROLE OF KNOWLEDGE SHARING. International Journal of eBusiness and eGovernment Studies, 16(1), 55-85.
- Nowell, L. S., Norris, J. M., White, D. E., & Moules, N. J. (2017). Thematic analysis: Striving to meet the trustworthiness criteria. International Journal of Qualitative Methods, 16(1), 1609406917733847. https://doi.org/10.1177/1609406917733847
- Nurimansjah, R. A. (2023). Dynamics of human resource management: Integrating technology, sustainability, and adaptability in the modern organizational landscape. Golden Ratio of Mapping Idea and Literature Format, 3(2), 104-123.
- Opara, S., & Waheduzzaman, W. (2024). The universal, contingency or configurational HRM approaches for organizational performance: Lessons from Australian performing arts. German Journal of Human Resource Management. https://doi.org/10.1177/23970022241231538
- Paauwe, J. (2024). The contextually-based Human Resource Theory. In Progressing Performance and Well-being at Work (pp. 19-27). Edward Elgar Publishing.
- Padamata, K., & Vangapandu, R. D. (2024). High-performance work systems and employee attitudes: evidence from Indian healthcare industry. International Journal of Productivity and Performance Management, 73(5), 1609-1640.
- Pestotnik, A. (2024). Co-workers’ perceptions of the distributive justice of idiosyncratic deals–The roles of content, timing, and justice sensitivity. The International Journal of Human Resource Management, 48(1), 156-191. https://doi.org/10.1177/10596011221098824
- Pew Research Center. (2022). The state of American jobs: Workers and employers in an era of change. Pew Research Center. Retrieved from https://www.pewresearch.org/facttank/2022/03/08/the-state-of-american-jobs-workers-and-employers-in-an-era-of-change/
- Pfeffer, J. (1998). Seven practices of successful organizations. California Management Review, 40, 96-124.
- Podsakoff, P. M., MacKenzie, S. B., Bachrach, D. G., & Podsakoff, N. P. (2005). The influence of management journals in the 1980s and 1990s. Strategic Management Journal, 26(5), 473-488.
- Przytuła, S., Sułkowski, Ł., & Kulikowski, K. (2024). Human resource management in higher education institutions: an international perspective. Taylor & Francis.
- Rahimiaghdam, S., Sanoubar, N., & Ghorbanimoaddab, Z. (2024). Effect of managerial coaching on tour guides' turnover intention: The mediating role of work engagement and employability. International Journal of Organizational Leadership, 13(First Special Issue), 140-159. https://doi.org/10.33844/ijol.2024.60435
- Rofcanin, Y. (2016). HR differentiation: a double edged sword? (Doctoral dissertation, University of Warwick).
- Saldaña, J. (2021). The coding manual for qualitative researchers (4th ed.). Sage publications
- Sandelowski, M., & Barroso, J. (2007). Classifying the findings in qualitative studies. Qualitative Health Research, 17(2), 133-147. https://doi.org/10.1177/1049732306295878
- Shafie, M. R., Khosravi, H., Farhadpour, S., Das, S., & Ahmed, I. (2024). A cluster-based human resources analytics for predicting employee turnover using optimized artificial neural networks and data augmentation. Decision Analytics Journal, 11, 100461. https://doi.org/10.1016/j.dajour.2023.100461
- Sheikh, M., Hasnu, S., & Khan, I. (2016). Link between HR practices and organizational performance in small firms: A case for manufacturing sector of Pakistan. Management Science Letters, 6(1), 71-86. https://doi.org/10.5267/j.msl.2015.11.002
- Shenbhagavadivu, T., Poduval, K., & Vinitha, V. (2024). ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE: THE KEY TO SUCCESSFUL RECRUITING AND PERFORMANCE MANAGEMENT
- Simosi, M., Aldossari, M., Chaudhry, S., & Rousseau, D. M. (2023). Uncovering missing voices: Invisible aspects of idiosyncratic deals (i-deals). Group & Organization Management, 48(1), 3-30. https://doi.org/10.1177/1059601122112040
- Simosi, M., Rousseau, D. M., & Weingart, L. R. (2021). Opening the black box of i-deals negotiation: Integrating i-deals and negotiation research. Group & Organization Management, 46(2), 186-222. https://doi.org/10.1177/1059601121995379
- Singh, J., et al. (2022). "Critical appraisal of research frameworks: CASP applications in systematic reviews." Social Science & Medicine. DOI: 10.1016/j.socscimed.2021.114635
- Subramony, M., Kepes, S., Groth, M., Yagil, D., & Solnet, D. (2024). Human resource management in the emerging work ecosystem: Propositions for scholarship and implications for practice. European Management Review.
- Thite, M. (2004). Strategic positioning of HRM in knowledge-based organizations. The Learning Organization, 11(1), 28-44. https://doi.org/10.1108/09696470410515710
- Trusson, C. (2016). Segmenting workers within a job family for customized HRM 'content' practices: The case of IT service support workers. Human Resource Management Review, 26(4), 343-357. https://doi.org/10.1016/j.hrmr.2016.06.001
- Vossaert, L., Anseel, F., & Ho, V. (2023). Do multiple I-deals in a team help or hinder team outcomes? A resource scarcity perspective. Group & Organization Management, 48(1), 156-191. https://doi.org/10.1177/1059601122115183
- Walker, K. (2010). A systematic review of the corporate reputation literature: Definition, measurement, and theory. Corporate Reputation Review, 12(4), 357-387. https://doi.org/10.1057/crr.2009.26
- Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28(3), 247-276. https://doi.org/10.1177/014920630202800302
- Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human resources and the resource-based view of the firm. Journal of Management, 27(6), 701-721. https://doi.org/10.1177/014920630102700607
- Zhang, M. M., Zhu, J. C., De Cieri, H., McNeil, N., & Zhang, K. (2024). Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: A multilevel moderated serial mediation analysis. Personnel Review. https://doi.org/10.1108/PR-10-2023-0411
- Zhang, S. M., & Feng, M. R. (2019). The integration of gender perspective in HRM for improving employee experience: Evidence from Chinese corporations. Management Research, 33(10), 1010-1032. https://doi.org/10.1016/j.mna.2019.04.021
|
