2 results listed
The purpose of this paper is to explore the role of technology in e- HRM implementations
through considering the focus of human agents and structural constraints of technology. In this
respect, benefits- barriers- risks of technology is considered to create a framework that
demonstrates agency and structure relations based on the structuration theory of Giddens. To
provide a detailed understanding of the role of technology in e- HRM implementations, a
qualitative study was conducted. The data came from 30 semi-structured interviews that the
first author conducted in Ministry of Foreign Affairs and Ministry of Public Administration in
the context of Bangladesh since the country was considered as a case for developing countries.
The findings of this research demonstrated that the focus of human agent in implementing e-
HRM and structural constraints of technology are the key findings based on the structuration
theory of Giddens. Also, this research showed that data security, e- HRM system in IT support
and infrastructure, and data centralisation are the key issues that must be considered in the
relationship between technology and e- HRM. The qualitative nature of this research that was
provided by semi-structured interviews was the most appropriate method to address the
research question. Future studies can consider how the findings of this research can be
generalised to larger populations. The main contribution of this research is to bring a new
perspective to e- HRM as considering barriers and risks of technology in addition to the benefits
of it through adopting structuration theory. For this reason, this research makes a
comprehensive contribution to the e- HRM field that focuses on only benefits.
Business and Organization Research (International Conference)
BOR
Mushfiqur Rahman
Erhan AYDIN
This research aims at demonstrating the theoretical development of diversity management by
considering historical and current developments in the field. For this reason, this research
adopts a systematic literature review to demonstrate the changes in diversity management.
Based on the literature review that is conducted, there are four stages in the diversity research.
These stages are equal employment opportunity/affirmative action, valuing differences,
diversity management and global diversity management. Also, the study discusses each stage
in details. The literature has a lack of studies in providing knowledge for theoretical
developments. Thus, this study provides historical knowledge with current developments in
diversity research.
Bu araştırma farklılık alanındaki tarihsel ve mevcut gelişmeleri değerlendirerek alandaki
teorik ilerlemeleri göstermeyi amaçlamaktadır. Bu nedenle, araştırmamız farklılık
yönetimindeki değişimleri ortaya koymak için sistematik literatür taramasını
benimsemektedir. Yapılan sistematik literatür taramasına göre farklılık araştırmaları dört
aşamada ele alınmaktadır. Bu aşamalar eşit istihdam yaklaşımı/pozitif ayrımcılık, farklılıklara
değer verme, farklılık yönetimi ve küresel farklılık yönetimidir. Bunun yanı sıra bu çalışma
her aşamaya detaylı bir şekilde eşe almaktadır. Literatürde teorik gelişmelere yönelik bilgi
sağlayacak çalışmalar yetersizdir. Bu yüzden, bu çalışmada farklılık araştırmalarında tarihsel
bilgi ile birlikte mevcut gelişmelerde ortaya konmaktadır.
Business and Organization Research (International Conference)
BOR
Erhan AYDIN
Emir Ozeren