International Journal of Human Resources Development and Management (5 papers in press)

Regular Issues

• Understanding e-HRM acceptance : a bibliometric analysis, systematic literature review and future research direction.  
  by Rahmi Kartika Jati, Aris Yaman, Nidya Judhi Astrini, Sik Sumaedi, Anggini Dinaseviani, Mahmudi Mahmudi, Mauludin Hidayat, Igif Gimin Prihanto, Medi Yarmen, Hendy Gunawan, Firman Tri Ajie 
  Abstract: This research aims to identify the generic technology acceptance models and key construct used in e-HRM acceptance literature and synthesise the findings of the current e-HRM acceptance studies in order to develop a new model of e-HRM acceptance. The research design for this study involved a mix of quantitative bibliometric analysis, methodological analysis, and findings synthesis Articles were scoured and collected from the Scopus database. The research results show that TAM and UTAUT are the most commonly utilised technology acceptance models in this domain. The key constructs in e-HRM acceptance studies can be categorised into acceptance, determinant, and impact constructs. Our synthesis of previous studies reveals that the dimensions of e-HRM acceptance encompass attitude, intention, resistance, and actual use. Furthermore, the acceptance of e-HRM is influenced by technological characteristics, user characteristics, and environmental/organisational factors. Importantly, the positive impacts of e-HRM acceptance extend to both the individual/employee and organisational levels.
  Keywords: e-HRM; bibliometric; meta-analysis; methodological analysis; acceptance.
  DOI: 10.1504/IJHRDM.2026.10078048
   
  
• Idiosyncratic deals embedded in social context: a literature review  
  by Yasuhiro Hattori, Mai Huong Hoang, Hue Nguyen Thi Bich 
  Abstract: The purpose of this study is to conduct a literature review of existing i-deals research. We clarifies what is known about the relationships between received/witnessing other's i-deals and its outcomes, as well as the contextual factors that moderate these relationships. In order to thoroughly examine prominent research published in major journals, this study employed a narrative review method. What is clearly absent in i-deals research are studies that focus on (1) individual-level instrumental/resource-related factors, (2) national-level factors, (3) organisational-level factors. There has been a groundbreaking meta-analysis of the direct correlation between received i-deals and their outcomes. In addition, reviews focusing on the cultural factors that moderate these relationships are so far rich in terms of number. However, comprehensive review of the relationship between witnessing other people's i-deals and their outcomes is completely lacking. There are currently no attempts to categorize the research on the social settings that influence these interactions.
  Keywords: i-deals; social context; culture; individualism; collectivism; literature review.
  DOI: 10.1504/IJHRDM.2025.10078131
   
  
• New ways of working: towards a digital mental health first aid approach  
  by Jennifer Hynes, Hasan Koç 
  Abstract: New ways of working (NWW) have profoundly altered workplace dynamics, bringing employee wellbeing into focus. Whilst traditional tools like Mental Health First Aid (MHFA) have supported staff, NWW makes implementing MHFA’s ALGEE model increasingly challenging. This systematic literature review using the PRISMA framework and PICO model, investigates two crucial areas: how digital technologies can bolster mental health support in organisations and the barriers to integrating digital MHFA solutions within NWW. Our search across four databases yielded 11 papers, none with specific MHFA-based digital interventions. Consequently, we analysed existing digital mental health interventions and identified key integration challenges (RQ1), forming five themes. Based on these findings, we propose a ‘sdigiMHFA’s approach (RQ2), unpacking three specific challenges in applying the ALGEE model. We recommend three overarching actions, with nine sub-actions, to address these. Significantly, our review reveals a notable research gap: no studies specifically focus on MHFA in the context of NWW.
  Keywords: mental health first aid; MHFA; new ways of working; NWW; remote working; digital workplace; mental health.
  DOI: 10.1504/IJHRDM.2026.10080795
   
  
• Human resources in the digital age of China: a quantitative analysis of technological trends  
  by Wang Min, Hasan Tinmaz 
  Abstract: Human resource management (HRM) has become increasingly important as firms respond to technological and industrial change. This study looks at how emerging technologies are viewed across six HRM modules: human resource planning management, recruitment and allocation management, training and development, performance management, compensation management, and employee relationship management. A quantitative survey (n = 800) was conducted to examine attitudes toward the use of emerging technologies in HRM across firms and organisations. The results show that respondents were generally positive about the role of technology in HRM. At the same time, acceptance was not uniform across all modules. Compensation management showed more variation across groups, and in performance management, respondents aged 50-59 reported the highest level of acceptance of technology-based practices.
  Keywords: human resources; artificial intelligence; big data; augmented reality; virtual reality; blockchain; China.
  DOI: 10.1504/IJHRDM.2026.10080796
   
  
• Artificial intelligence in human resource management: identifying the prerequisites for effective implementation  
  by Milad Sarvestani, Ali Pirannejad, Abbas Nargeseian 
  Abstract: The integration of artificial intelligence (AI) into human resource management (HRM) is transforming how organisations attract, develop, and retain talent, yet adoption remains constrained by limited understanding of the prerequisites for successful implementation. Using an interpretive qualitative design, this study draws on semi-structured interviews with HR and AI professionals. Thematic analysis identifies six interrelated readiness domains: individual, organisational, ethical and privacy, data-related, technical, and policy, organised into three levels. The foundational (human) layer includes digital literacy, continuous learning, cross-functional teamwork, managerial commitment, and a data-driven culture. The enabling systems (structural) layer comprises privacy, consent, and transparency; fairness, accountability, and governance; and data governance (security, quality/management, and relevance/integration). The Technical and Institutional (Infrastructure) layer covers HRIS/ERP and analytics tools, system integration and sociotechnical alignment, strategic planning and roadmapping, institutional and regulatory support, and policy alignment. Together, the framework shows that AI readiness in HRM is socio-organisational as well as technological.
  Keywords: Artificial Intelligence; Digital Human Resource Management; Human Resource Management; AI; HRM; AI in HRM; Digital HRM; Thematic Analysis.
  DOI: 10.1504/IJHRDM.2026.10080797