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The benefits of eHRM and AI for talent acquisition
16 references·16 citing·48 second hopsampled
The benefits of eHRM and AI for talent acquisition (2020)The benefits of eHRM and AI for talent ac…Social Networking Web Sites in Job Search and Employee Recruitment (2014)Social Networking Web Sites i…Web-based recruitment: Effects of information, organizational brand, and attitudes toward a Web site on applicant attraction. (2007)Web-based recruitment: Effect…Research in e-HRM: Review and implications (2007)Research in e-HRM: Review and…E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM (2004)E-HRM: Innovation or Irritati…The impact of e-HR on the human resource management function (2003)The impact of e-HR on the hum…A meta-analysis of relations between person–organization fit and work attitudes (2003)A meta-analysis of relations …A web of applicant attraction: Person-organization fit in the context of Web-based recruitment. (2002)A web of applicant attraction…Research on Employee Recruitment: So Many Studies, So Many Remaining Questions (2000)Research on Employee Recruitm…PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON‐JOB AND PERSON‐ORGANIZATION FIT (2000)PERCEIVED APPLICANT FIT: DIST…A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium (2000)A Meta-Analysis of Antecedent…Using the Internet for psychological research: Personality testing on the World Wide Web (1999)Using the Internet for psycho…Interviewers' perceptions of person-organization fit and organizational selection decisions. (1997)Interviewers' perceptions of …THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)THE IMPACT OF HUMAN RESOURCE …Recruitment, Job Choice, and Post-Hire Consequences: A Call For New Research Directions (1989)Recruitment, Job Choice, and …Improving Interactional Organizational Research: A Model of Person-Organization Fit (1989)Improving Interactional Organ…I.—COMPUTING MACHINERY AND INTELLIGENCE (1950)I.—COMPUTING MACHINERY AND IN…Artificial Intelligence (AI) in Human Resource Management (HRM) (2024)Artificial Intelligence (AI) …Analysis of the potential of artificial intelligence for professional development and talent management: A systematic literature review (2024)Analysis of the potential of …A UTAUT-Based Framework for Analyzing Users’ Intention to Adopt Artificial Intelligence in Human Resource Recruitment: A Case Study of Thailand (2024)A UTAUT-Based Framework for A…The Power of Artificial Intelligence in Recruitment: An Analytical Review of Current AI-Based Recruitment Strategies (2023)The Power of Artificial Intel…The Impact of AI on Recruitment and Selection Processes: Analysing the role of AI in automating and enhancing recruitment and selection procedures (2023)The Impact of AI on Recruitme…Navigating the Paradigm Shift in HRM Practices Through the Lens of Artificial Intelligence: A Post-pandemic Perspective (2023)Navigating the Paradigm Shift…Intelligent human resources for the adoption of artificial intelligence: a systematic literature review (2023)Intelligent human resources f…Digital transformation adoption in human resources management during COVID-19 (2023)Digital transformation adopti…Algorithmic inclusion: Shaping the predictive algorithms of artificial intelligence in hiring (2023)Algorithmic inclusion: Shapin…Responsible Artificial Intelligence in Human Resources Technology: An innovative inclusive and fair by design matching algorithm for job recruitment purposes (2022)Responsible Artificial Intell…Governance of Responsible AI: From Ethical Guidelines to Cooperative Policies (2022)Governance of Responsible AI:…From traditional to smart human resources management (2022)From traditional to smart hum…Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover (2022)Embedding transparency in art…Artificial Intelligence and Human Resources Management: A Bibliometric Analysis (2022)Artificial Intelligence and H…Impact of Artificial Intelligence on Recruitment and Selection of Information Technology Companies (2021)Impact of Artificial Intellig…Explaining resistance intention towards mobile HRM application: the dark side of technology adoption (2021)Explaining resistance intenti…Work and motivation (1964)Statistical Theories of Mental Test Scores (1969)Competitive Advantage: Creating and Sustaining Superior Performance (1985)Firm reputation and applicant pool characteristics (2003)Explaining the justice–performance relationship: Trust as exchange deepener or trust as uncertainty reducer? (2011)The influence of technology on the future of human resource management (2015)Handbook of Industrial and Organizational Psychology. (1977)A three-component conceptualization of organizational commitment (1991)Organizational culture and leadership (1993)A meta-analytic review of work–family conflict and its antecedents (2005)Generational differences in work values, outcomes and person‐organisation values fit (2008)Technostress: Technological Antecedents and Implications1 (2011)A Coefficient of Agreement for Nominal Scales (1960)Qualitative Data Analysis: An Expanded Sourcebook (1994)Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study (2005)Person–environment fit. (2010)The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit (2011)Content Analysis: An Introduction to Its Methodology (2019)Handbook of industrial and organizational psychology (1993)Person–Organization Fit, Job Choice Decisions, and Organizational Entry (1996)Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis (2004)Retaining Talent: Replacing Misconceptions With Evidence-Based Strategies (2010)Knowledge-based human resource management practices, intellectual capital and innovation (2017)Research in Organizational Behavior (1984)Research in Organizational Behavior. (1986)THE DYNAMIC NATURE OF CONFLICT: A LONGITUDINAL STUDY OF INTRAGROUP CONFLICT AND GROUP PERFORMANCE. (2001)The convergent and discriminant validity of subjective fit perceptions. (2002)A personality trait-based interactionist model of job performance. (2003)A Theory of Social Comparison Processes (1954)Firm resources and sustained competitive advantage (2004)Building a Climate for Innovation Through Transformational Leadership and Organizational Culture (2008)Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. (2009)Hiring as Cultural Matching (2012)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER. (2001)CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT (2005)PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS (2005)Specification Tests in Econometrics (1978)Firm Resources and Sustained Competitive Advantage (1991)MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS. (1996)THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS. (1996)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON PERCEPTIONS OF ORGANIZATIONAL PERFORMANCE. (1996)Social desirability, anonymity, and internet-based questionnaires (1999)Human Research and Data Collection via the Internet (2004)Distinguishing addiction and high engagement in the context of online game playing (2005)Human-Machine Reconfigurations: Plans and Situated Actions (2006)GPT-3: Its Nature, Scope, Limits, and Consequences (2020)Opinion Paper: “So what if ChatGPT wrote it?” Multidisciplinary perspectives on opportunities, challenges and implications of generative conversational AI for research, practice and policy (2023)
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References

  • 1950I.—COMPUTING MACHINERY AND INTELLIGENCE10,274 cited
  • 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.9,338 cited
  • 2000A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium4,057 cited
  • 1989Improving Interactional Organizational Research: A Model of Person-Organization Fit2,055 cited
  • 2003A meta-analysis of relations between person–organization fit and work attitudes1,090 cited
  • 2000Research on Employee Recruitment: So Many Studies, So Many Remaining Questions796 cited
  • 1997Interviewers' perceptions of person-organization fit and organizational selection decisions.694 cited
  • 1989Recruitment, Job Choice, and Post-Hire Consequences: A Call For New Research Directions622 cited
  • 2000PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON‐JOB AND PERSON‐ORGANIZATION FIT611 cited
  • 1999Using the Internet for psychological research: Personality testing on the World Wide Web594 cited
  • 2007Research in e-HRM: Review and implications571 cited
  • 2004E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM441 cited
  • 2003The impact of e-HR on the human resource management function403 cited
  • 2007

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Web-based recruitment: Effects of information, organizational brand, and attitudes toward a Web site on applicant attraction.
390 cited
  • 2002A web of applicant attraction: Person-organization fit in the context of Web-based recruitment.291 cited
  • 2014Social Networking Web Sites in Job Search and Employee Recruitment229 cited
  • Cited by

    • 2022Artificial Intelligence and Human Resources Management: A Bibliometric Analysis179 cited
    • 2022Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover140 cited
    • 2022From traditional to smart human resources management135 cited
    • 2023The Power of Artificial Intelligence in Recruitment: An Analytical Review of Current AI-Based Recruitment Strategies113 cited
    • 2024A UTAUT-Based Framework for Analyzing Users’ Intention to Adopt Artificial Intelligence in Human Resource Recruitment: A Case Study of Thailand112 cited
    • 2023The Impact of AI on Recruitment and Selection Processes: Analysing the role of AI in automating and enhancing recruitment and selection procedures108 cited
    • 2023Algorithmic inclusion: Shaping the predictive algorithms of artificial intelligence in hiring106 cited
    • 2023Intelligent human resources for the adoption of artificial intelligence: a systematic literature review88 cited
    • 2022Governance of Responsible AI: From Ethical Guidelines to Cooperative Policies83 cited
    • 2021Impact of Artificial Intelligence on Recruitment and Selection of Information Technology Companies76 cited
    • 2023Navigating the Paradigm Shift in HRM Practices Through the Lens of Artificial Intelligence: A Post-pandemic Perspective74 cited
    • 2023Digital transformation adoption in human resources management during COVID-1970 cited
    • 2024Analysis of the potential of artificial intelligence for professional development and talent management: A systematic literature review63 cited
    • 2022Responsible Artificial Intelligence in Human Resources Technology: An innovative inclusive and fair by design matching algorithm for job recruitment purposes60 cited
    • 2024Artificial Intelligence (AI) in Human Resource Management (HRM)55 cited
    • 2021Explaining resistance intention towards mobile HRM application: the dark side of technology adoption53 cited