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Redefining, relooking, redesigning, and reincorporating HRD in the post Covid 19 context and thereafter
2 references·13 citing·47 second hop
Redefining, relooking, redesigning, and reincorporating HRD in the post Covid 19 context and thereafter (2020)Redefining, relooking, redesigning, and r…Cultures and Organizations: Software of the Mind. (1993)Cultures and Organizations: S…Cultures and organizations: software of the mind (1992)Cultures and organizations: s…ТУРИЗАМ У СВЕТУ POST-COVID-19: КОЈА ЈЕ УЛОГА ЉУДСКИХ РЕСУРСА У ПРАЋЕЊУ ПУТА КА ОПОРАВКУ (2023)ТУРИЗАМ У СВЕТУ POST-COVID-19…Transforming libraries and information professionals for the industry 4.0 in developing countries: Towards the development of a framework for accelerating change post-Covid-19 (2023)Transforming libraries and in…The future of human resources role (2023)The future of human resources…Faktor Social Support Colleagues Paling Berpengaruh Terhadap Job Performance Karyawan Perbankan (2023)Faktor Social Support Colleag…Artificial Intelligence and Automation in Human Resource Development: A Systematic Review (2023)Artificial Intelligence and A…Adapting Employee Engagement Strategies Amid Crisis: Insights from the COVID-19 Pandemic (2023)Adapting Employee Engagement …Role of Training Transfer in the Aftermath of the COVID-19 Pandemic (2022)Role of Training Transfer in …Promoting decent work in organisations: a sustainable HRD perspective (2022)Promoting decent work in orga…A Literature Review of the COVID-19 Pandemic’s Effect on Sustainable HRM (2022)A Literature Review of the CO…Workplace learning experienced by employees in information technology-enabled work environments – a developing country experiences (2021)Workplace learning experience…Toward an Organizational Theory of Resilience: An Interim Struggle (2021)Toward an Organizational Theo…Risk Management: Exploring Emerging Human Resource Issues during the COVID-19 Pandemic (2021)Risk Management: Exploring Em…COVID-19 and the new forms of employment relationship: implications and insights for human resource development (2021)COVID-19 and the new forms of…Google Scholar, Scopus and the Web of Science: a longitudinal and cross-disciplinary comparison (2015)Employee adjustment and well-being in the era of COVID-19: Implications for human resource management (2020)Investigating the emerging COVID-19 research trends in the field of business and management: A bibliometric analysis approach (2020)COVID-19 and People Management: The View of Human Resource Managers (2021)Expatriate Management of Emerging Market Multinational Enterprises: A Multiple Case Study Approach (2021)Post-COVID remote working and its impact on people, productivity, and the planet: an exploratory scoping review (2023)Working with Machines (2015)Algorithmic Labor and Information Asymmetries: A Case Study of Uber’s Drivers (2016)The Covid-19 crisis as a career shock: Implications for careers and vocational behavior (2020)Impact of digital economy on urban sustainable development: Evidence from Chinese cities (2023)Quiet quitting among employees: a proposed cut-off score for the “Quiet Quitting” Scale (2023)Commitment and Quiet Quitting: A Qualitative Longitudinal Study (2024)Firm Resources and Sustained Competitive Advantage (1991)Dynamic capabilities and strategic management (1997)Firm resources and sustained competitive advantage (2004)Corporate sustainability, organizational resilience and corporate purpose: a triple concept for achieving long-term prosperity (2023)Enhancing Organizational Resilience: The Transformative Influence of Strategic Human Resource Management Practices and Organizational Culture (2024)Exploring corporate reputation and crisis communication (2024)Informal and Incidental Learning (2001)Gender and Age Differences in Employee Decisions About New Technology: An Extension to the Theory of Planned Behavior (2005)Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic (2020)The role of virtual training in implementing Sustainable Development Goals globally (2024)The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development (1999)CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT (2005)Preferred Reporting Items for Systematic Reviews and Meta-Analyses: The PRISMA Statement (2009)Managing a Relationship between Corporate Social Responsibility and Sustainability: A Systematic Review (2022)Sustainable human resource management and employee performance: A conceptual framework and research agenda (2024)Sustainable human resource management: the perspectives of Italian human resource managers (2024)Theoretical Perspectives for Strategic Human Resource Management (1992)The Job Demands‐Resources model: state of the art (2007)Integrating training for organizational sustainability: the application of Sustainable Development Goals globally (2023)Sustainability Within the HRD Field: A Systematic Review (2024)Transformation of HRD: change is coming! (2024)Accelerate: building strategic agility for a faster moving world (2014)Exploring the relationship between HRM and firm performance: A meta-analysis of longitudinal studies (2016)International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice (2020)The PRISMA Statement for Reporting Systematic Reviews and Meta-Analyses of Studies That Evaluate Health Care Interventions: Explanation and Elaboration (2009)Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement (2010)Artificial Intelligence in Human Resources Management: Challenges and a Path Forward (2019)Developing AI literacy in HRD: competencies, approaches, and implications (2024)Mapping the Landscape of AI-Driven Human Resource Management: A Social Network Analysis of Research Collaboration (2024)The impact of artificial intelligence on organizational performance: The mediating role of employee productivity (2025)Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)Dimensionalizing Cultures: The Hofstede Model in Context (2011)Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences (2017)TOWARD A STEWARDSHIP THEORY OF MANAGEMENT (1997)Rethinking individualism and collectivism: Evaluation of theoretical assumptions and meta-analyses. 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References

  • 1993Cultures and Organizations: Software of the Mind.17,690 cited
  • 1992Cultures and organizations: software of the mind3,674 cited

Cited by

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  • 2021Risk Management: Exploring Emerging Human Resource Issues during the COVID-19 Pandemic64 cited
  • 2021COVID-19 and the new forms of employment relationship: implications and insights for human resource development38 cited
  • 2022A Literature Review of the COVID-19 Pandemic’s Effect on Sustainable HRM30 cited
  • 2023The future of human resources role28 cited
  • 2022Promoting decent work in organisations: a sustainable HRD perspective23 cited
  • 2021Workplace learning experienced by employees in information technology-enabled work environments – a developing country experiences10 cited
  • 2023Transforming libraries and information professionals for the industry 4.0 in developing countries: Towards the development of a framework for accelerating change post-Covid-196 cited
  • 2023Adapting Employee Engagement Strategies Amid Crisis: Insights from the COVID-19 Pandemic4 cited
  • 2023Faktor Social Support Colleagues Paling Berpengaruh Terhadap Job Performance Karyawan Perbankan3 cited

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2022
Role of Training Transfer in the Aftermath of the COVID-19 Pandemic
2 cited
  • 2023ТУРИЗАМ У СВЕТУ POST-COVID-19: КОЈА ЈЕ УЛОГА ЉУДСКИХ РЕСУРСА У ПРАЋЕЊУ ПУТА КА ОПОРАВКУ0 cited