The present research aims to highlight the underlying factors that drive students' adoption of ChatGPT chatbot in higher education. This study extends meta-UTAUT framework by including additional exogenous anthropomorphism, trust, design novelty, and institutional policy. Empirical examination with Structural Equation Modelling among 355 students Dutch education institutions revealed attitude behavioural intention as significant positive predictors use behaviour. Institutional policy...

Purpose Staffing is a tool that employers use to decrease information asymmetry when hiring employees. However, how staffing effectiveness evolves according employee demographic characteristics has not been thoroughly elucidated date. The purpose of this paper develop and test model linking practices, age performance. Design/methodology/approach Using stratified sample 1,254 employees, the authors hypothesize: main effects practices on performance, performance moderating relationship between...

Abstract Previously, scholars have studied the need for implementing different human resource (HR) configurations that foster aging employees' outcomes, but there is a lack of evidence at group level. Using framework Social Exchange Theory, coupled with Selection, Optimization, and Compensation theory, we examine associations between bundles HR practices, age (measured both as calendar proportion an workforce), performance, individual levels. First, outcomes our multi‐level analysis show...

Employee-driven innovation (EDI) burgeons as an important mechanism to drive the exploration activities by making general employees responsible for innovation. However, little is known about conditions under which EDI most effective. To get a better understanding of EDI, we examine how Stedin, established global player within energy distribution industry based in Netherlands, involves its activities. Stedin actively supports through strategic programmes designed stimulate employee Our...

Even though effects of High Performance Work Systems (HPWS) on employee performance have been widely investigated, there is no consensus how this link achieved. Drawing Social Exchange Theory (SET), paper attempts to shed more light in relationship by investigating the mediating role affective, normative, and continuance commitment between HPWS performance. Moreover, potential moderating tenure HPWS—organizational examined. Using data from 342 subordinates 115 supervisors 111 service...

Purpose Previous literature has identified human resources as a key source of competitive advantage in organizations all sizes. However, Small and Medium-sized Enterprises (SMEs) face difficulty comprehensively implementing recommended Human Resource Management (HRM) functions. In this study, we shed light on the field HRM SMEs by focusing context Greek Hotels (SMHs), which represent dominant private sector employer across country. Design/methodology/approach Using fuzzy-set qualitative...

Extensive attention in organizational research has been dedicated to workplace bullying, primarily focusing on its frequency and impact both the victim bully, emphasizing interpersonal dynamics. This study extends current by shifting focus level, examining relationship between culture affective commitment, mediated bullying. Utilizing data from two surveys ( N = 650 2012 553 2017), reveals that dimensions of culture, such as assertiveness, performance orientation, ingroup collectivism...

Abstract High performance work systems (HPWS) have been shown to associate with at diverse levels. In this article, we study the effects of employee age on relationship between HPWS and performance. We use a role-based measurement performance, which introduces five roles that an can hold within organization, namely Job holder, Career seeker, Innovator, Team member, Organization member. Integrating social exchange theory lifespan theories (i.e., future time perspective socio-emotional...

Purpose: Staffing is the tool that employers use to decrease information asymmetry when hiring employees. However, how its effectiveness evolves according employee demographic characteristics, under-researched. In this paper, we develop and test a model linking staffing practices, age performance. Design/methodology/approach: Using stratified sample of 1254 employees hypothesize (i) main effects practices on performance, (ii) performance (iii) moderating relationship between Findings: The...

In this paper we explore the relationship between age, HRM practices and employee performance, employing a focus group analysis with 12 academics 16 interviews top management practitioners. We find that perspectives of practitioners regarding performance mature employees implementation age-based agree to large extent. The both hinted impact on through mediating factors, age cannot be directly associated performance. results indicate that, despite relevant calls for tailoring profiles...

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High Performance Work Systems (HPWS) have been shown to associate with performance at diverse levels. In this paper, we study the effects of employee age on relationship between HPWS and performance. We use a role-based measurement performance, which introduces 5 roles that an can hold within organization, namely Job holder, Career seeker, Innovator, Team member Organization member. Integrating social exchange theory lifespan theories, propose different associations job for older employees....

The Human Resource Management (HRM) field has matured over the last 40 years and models of HRM practices that lead to high business performance in large businesses have been agreed upon both scholars’ dialogue practitioners’ application. In Small Medium Enterprises (SMEs), however, because small volume activity, together with resource scarcity, these do not fully apply. With a focus on hotel industry drawing from 34 in-depth interviews SME owners managers, we conducted fuzzy set qualitative...