Aizhan Tursunbayeva

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• PhD
• Associate Professor at Parthenope University of Naples

This systematic review examines peer-reviewed studies on application of GPT in business management, revealing significant knowledge gaps. Despite identifying interesting research directions such as best practices, benchmarking, performance comparisons, social impacts, our analysis yields only 42 relevant studies for the 22 months since its release....

Advances in technologies are reconfiguring practical, analytical, and spatial dimensions of work(places) and the nature of work itself. The long-term impact of these innovations remains unclear, leaving managers and leaders struggling to understand how to capitalize on their potential benefits whilst also avoiding the downsides. We invite submissio...

Artificial intelligence (AI) is increasingly used in Human Resource Management (HRM), particularly within recruitment. However, the candidate perspective on AI usage remains underexplored, as existing research predominantly focuses on the employer’s viewpoint. Addressing this gap, we conducted a vignette survey experiment to examine how the combina...

The potential of Artificial Intelligence (AI) to reshape Human Resource Management (HRM) practices is profound, but it also presents challenges that require careful consideration, particularly in terms of ethics, inclusivity, and sustainability. However, knowledge about whether and how this transformation is actually occurring remains limited. This...

In recent years, businesses have increasingly adopted responsible sustainable practices, initiatives, technologies, and business models. Sustainability has gained prominence, prompting organizations to measure and monitor their impact on various SDGs. This has led to the mainstream practice of sustainability reporting, which includes HRM practices...

The role of HRM functions and professionals in shaping the Future of Work and organizations is a topic of considerable attention. In contrast, discussions about the Future of HRM work itself are often overlooked, echoing the saying, “The cobbler’s children have no shoes.” Indeed, despite extensive exploration of various worker categories and profes...

This chapter explores the evolving landscape of HRM, focusing on recruitment and selection, performance management, training and development, and compensation and benefits practices. It also provides an overview of the key macro trends and factors shaping contemporary HRM, including economic and geopolitical trends, labor market projections, and te...

Integrating AI into organizations can significantly alter organizational processes and employee practices. As such, effective change management is key for successful AI adoption. At the same time, organizational change management practices are increasingly being supported and transformed by AI, challenging established change management models. This...

This chapter offers final reflections on the book’s theoretical, practical, policy, methodological, and teaching implications. It discusses how the insights and findings can provide value and suggests ways to incorporate AI for HRM applications and their consequences into policy frameworks and educational curricula. Furthermore, the chapter acknowl...

This chapter begins by discussing the necessity for this book, emphasizing the importance of examining both the opportunities and challenges AI presents for HRM. It also introduces the core concepts explored throughout, including exponential technologies and the Future of Work, setting a foundation for discussions on the inclusive, sustainable, and...

This chapter explores AI’s transformational potential in HRM, emphasizing how AI can enhance intelligence within HRM functions and support organizational strategic objectives, including the achievement of Sustainable Development Goals. It examines the implications of AI in HRM across individual, team, and organizational levels, with a particular fo...

This chapter begins by defining AI and exploring its various dimensions and implications for the world of work and HRM. It then presents two dominant perspectives: the hype perspective, which emphasizes AI’s transformative and augmentative potential, and the fear perspective, which cautions against its disruptive effects on job quantity and quality...

The complexity of integrating AI into work and organizations, including the robustness and validity of AI-powered applications for HRM practices, poses significant challenges. Interdisciplinary researchers studying technologies and work stress the need to examine the dynamic manifestations of these phenomena at different levels and within increasin...

This chapter investigates the diverse applications of AI in relational HRM configuration, concentrating on key practices such as recruitment and selection, training and development, performance management, and compensation and benefits. Specifically, the chapter examines how AI can support HRM professionals with these practices by reviewing existin...

HRM departments have traditionally used automation to streamline administrative tasks, allowing HR professionals to focus on more strategic responsibilities. This transition was primarily driven by the need to reduce paperwork, improve efficiency, and minimize human error. Recently, however, a new level of automation has emerged in HRM, often refer...

The increasing availability and diversity of data that can be employed in People Analytics (PA) research, along with the use of advanced technologies such as Artificial Intelligence (AI), have raised concerns about the potential risks and consequences. However, there is a gap in knowledge concerning the ethical implications of PA research, which co...

This paper investigates the digital transformation journey of the University of Naples Parthenope in Italy through an in-depth qualita- tive case study. The analysis adopts a holistic socio-technical perspective encompassing strategic, cultural, structural, human resource, and tech- nological dimensions across the key activities of teaching, resear...

The Future of Work (FoW) has garnered significant attention among scholars and practitioners, with the advent of Artificial Intelligence (AI) playing an important role in shaping this discourse. Despite the common perception that intelligent machines pose a threat to workers in routine roles, AI technologies are increasingly being utilized for adva...

People analytics is a new and rapidly developing field that revolutionises the way organisations and their leaders comprehend and influence their workforce. Scholars have highlighted the importance and potential of developing people analytics research as a sub-discipline of Human Resources Management (HRM) so that the former could benefit from draw...

Little is currently known about the extent to which Responsible Artificial Intelligence (AI) principles are implemented in organizations and the organizational processes through which these principles unfold. This theoretically informed and empirically grounded paper sought to bridge this crucial knowledge gap. It draws upon unique job advertisemen...

While the literature on gig work is expanding rapidly, many are the issues that need to be answered in order to fully understand the lived experiences of gig workers and illuminate the dynamics of gig work. Despite it is widely recognized that gig workers constitute an heterogenous workforce, for instance, seminal works have focused on finding simi...

Purpose This paper demystifies the fluid workforce phenomenon increasingly discussed in the circles of organizational innovators and explores the characteristic aspects of the fluid workforce in the healthcare sector. Design/methodology/approach We analyze the concept and provide a generic review of definitions of a fluid workforce in relation to...

Purpose This research aims to explore whether or how organizations adopt people analytics (PA), its value and potential socio-technical factors that can enable or hinder PA projects by disrupting and reshaping human resource management. We do this by focusing on the Italian context. Design/methodology/approach We conduct a scoping review of data c...

In the evolving digital landscape, organizations and leaders face increasing pressure to adopt and effectively utilize artificial intelligence (AI), which is steadily entering the management, work, and organizational ecosystems and enabling digital transformations. We observe AI-based applications assisting employees in daily tasks, project managem...

Il presente articolo analizza l’impatto dell’intelligenza artificiale (IA) sulla diversità e sull’inclusione nel processo di reclutamento. L’IA promette opportunità per migliorare l’equità e l’efficacia del reclutamento ma, allo stesso tempo, solleva questioni etiche. Attraverso alcuni casi studio si intende fornire una visione bilanciata dell’appl...

The Future of Work (FoW) has garnered significant attention among scholars and practitioners, with the advent of Artificial Intelligence (AI) playing an important role in shaping this discourse. Despite the common perception that intelligent machines pose a threat to workers in routine roles, AI technologies are increasingly being utilized for adva...

The rapid advancements of digital technologies such as AI, robotics, and cloud computing are transforming organizations and societies. While these technologies offer benefits, such as improving efficiency and enhancing well-being, there are concerns about their negative impacts on individuals, organizations, and society, known as the "dark side" of...

A recent shift away from the large hierarchical organizations with long-term full-time jobs toward shorter-term alternative work arrangements led to the rapid rise of the gig economy. Previous research suggests that the gig economy is very diverse in terms of the work gig workers are doing and the types of individuals undertaking this work. However...

The Future of Work (FoW) has attracted increasing attention from scholars and practitioners. It refers to changes in work due to social and technological developments. One main technological development is the advancement of Artificial Intelligence (AI), which relates to machines that can perform tasks that normally require natural intelligence. Al...

Artificial intelligence (AI) is steadily entering and transforming the management, work, and organizational ecosystems. We observe AI-based applications assisting employees in daily tasks, project management, decision-making, and collaboration. AI applications are increasingly assisting also Human Resource Management (HRM) in undertaking time-criti...

Presentiamo uno studio esplorativo sull'applicazione dei Big Data nella gestione delle risorse umane (People Analytics) in Italia e suggeriamo raccomandazioni e implicazioni pratiche per il loro utilizzo da parte di aziende e professionisti.

Organizations worldwide are racing to create policies, processes, and actions to ensure the safe return to work in the context of the COVID-19 pandemic. Verifying, collating, and sharing data on COVID-19 test and vaccination status has been a key part of this, supported by employee-held digital certificates often referred to as “vaccine” passports....

Access to health workers who are fit for purpose, motivated and protected is a fundamental force of health service delivery and the achievement of universal health coverage (UHC) and the health and health-related Sustainable Development Goals (SDGs). Data and knowledge of the distribution, skill mix and future development needs of the health workfo...

Building on previous values- and competencies-related scholarly research, in this paper we aimed to explore the relationship between espoused organizational values and competencies. We drew on LinkedIn data and focused on the top ten companies with “the best LinkedIn company pages” according to the annual #BestofPages contest launched by LinkedIn....

Artificial intelligence (AI) is steadily entering and transforming the management, work, and organizational ecosystems. We observe AI-based applications assisting employees in daily tasks, project management, decision-making, and collaboration. AI applications are increasingly assisting also Human Resource Management (HRM) in undertaking time-criti...

By drawing on macro-categories of key human resource (HR) management interventions recommended by the Organization for Economic Co-operation and Development (OECD) during the Covid-19 pandemic, this study aimed to explore whether and how Intensive Care Units (ICU) have strengthened their HRs during the first year of Covid-19 emergency. A rapid revi...

Information technology and big data are disrupting Human Resource Management (HRM), and People Analytics – an area of HRM practice and research concerned with the use of information technology and data analytics for generating actionable insights and increasing organizational intelligence - is therefore becoming an innovation priority. While in som...

The adoption of Artificial Intelligence (AI) in the healthcare sector is growing, and AI-based technologies are envisioned to affect not only patient care but also how healthcare professionals work. Nevertheless, the actual impact of various AI applications on healthcare professionals’ jobs has not been studied yet. Bringing together a framework to...

The coronavirus disease 2019 (COVID-19) pandemic has initiated an important remote work transformation, opening a debate on its effects on the labor market, workplace, and organizational practices. This scoping review analyzed academic and gray literature to investigate the benefits and challenges created by remote work and the strategies related t...

The organizational identity (OI) concept has been used only sporadically in information systems (IS) research despite the fact that technology in general and social media (SM) in particular are transforming the way individuals, groups and organizations think about and define themselves. This study examines the relationship between the extent of emp...

Conferences offer opportunities for announcing new knowledge, exchanging information and experience, articulating problems and solutions, negotiating, and formulating policies. Most, if not all, of the knowledge exchanged at them is regularly documented and made available to a wider audience. This knowledge has started to be widely used by scientis...

Healthcare organisations globally have been operating at more than maximum capacity during the Covid-19 crisis and even robust health systems have been harshly stress-tested. In addition to sheer volume of traffic, the pandemic has necessitated multiple changes in the organisation and delivery of clinical services, increased the need for recruitmen...

Purpose COVID-19 has been a big reset to human resource (HR) processes. Organizations’ HR functions around the world have been working hard to effect a response that falls under four main headings: jobs and work continuity; physical health and well-being; need for mental health, resilience, family support and dealing with uncertainty; and remote wo...

Purpose This research analyzed the existing academic and grey literature concerning the technologies and practices of people analytics (PA), to understand how ethical considerations are being discussed by researchers, industry experts and practitioners, and to identify gaps, priorities and recommendations for ethical practice. Design/methodology/a...

Previous research demonstrates that actors seek acceptance of innovations during the diffusion and adoption process, but exactly what kind of acceptance they seek and how they go about obtaining this remains unclear. This study interrogated academic databases and Twitter to identify and analyze research and grey literature concerning blockchain ado...

A real-life case study presented in this chapter reports on how organizational network analysis approach was used in a medium-sized Italian company with circa 100 employees to examine how the company employees were connected by shared values at work, what these values are, and whether and how their value connectedness impacted the quality of their...

Purpose This paper aims to analyze 54 People Analytics (PA) conferences with a view to mapping the discussions around PA, industries/sectors that currently lead in PA practices and PA opinion makers. Design/methodology/approach A scoping approach was adopted to examine the emerging topic of PA. This is one of the first methodological attempts to a...

Human Resources Information Systems (HRIS) are being implemented in many organizations but, like other technology projects, translating their potential benefits into meaningful improvements can be challenging. So-called “planned benefits” approaches are designed to aid this translation, but little is known about their success in HRIS projects. This...

Social media have created a multitude of ways for organizations to develop and disseminate their corporate and organizational identity. However, little is still known about how identity can be observed on social media. To address this research gap, we conducted a scoping review that collected, analyzed and synthesized the corpus of published resear...

Corporate identity is often defined as “what an organization is”. This concept relates to organizational identity. However, while organizational identity has an internal employee focus, corporate identity has an external focus. As such, it is often used as a synonym to organizational image that organizations project externally. Social media have cr...

Purpose Digital transformation projects are complex, lengthy and difficult to implement, often failing to meet their objectives. Previous research has attributed this failure to competing institutional logics influencing actors’ coping responses, and differences in actors’ interpretations of the project’s goals, technology and processes - their “or...

Social media (SM) are widely used by nonprofit organizations (NPOs). However, little is known about how they are used for fundraising, especially regarding their benefits/disbenefits, and the optimum strategies for maximizing value from such campaigns. The study presented here aimed to address this gap by collecting, analyzing and synthesizing the...

Abstract Concern among the public and policymakers about current and future major staff shortages is increasing. Strengthening Human Resource (HR) practices and adopting HR technologies such as Human Resource Information Systems (HRIS), that can collect, store and report workforce data are often described as a potential solution to this problem. In...

In the era of social media every single member of an organization has an equal opportunity to project their own perception of the organization externally via their personal social media accounts. However, the role of employees in organizational identity projection has been overlooked in academic research. The empirical case study presented in this...

This mixed-method ‘scoping review’ mapped the emergence of the term People Analytics (PA), the value propositions offered by vendors of PA tools and services and the PA skillsets being sought by professionals. Analysis of academic research and online search traffic since 2002 revealed changes in the relative trajectory of PA and conceptually relate...

Organizational Network Analysis (ONA) is claimed to be a powerful tool in supporting change management processes. However, despite this potential, ONA is still not well understood beyond HR innovators. This empirical study, conducted in a private Italian company, aimed to address this gap. It also aimed to provide the company management with a snap...

Introducing IT-enabled transformational change in the public sector can be complex and challenging. Documentary analysis and in-depth interviews were used to study the introduction of a Human Resource Information System (HRIS) in one Italian regional healthcare organisation (RHO). Drawing on existing HRIS benefit models, we examined the types of be...

Studies of HRIS in healthcare organizations are under-represented in the scientific literature, despite their potential to contribute to information-driven, learning healthcare systems and the substantial financial investments that are being made in them. Given the rising cost of healthcare and the growth in patient traffic, the future sustainabili...

Although the intersection between social media and health has received considerable research attention, little is known about how public sector health organizations are using social media for e-Government. This systematic literature review sought to capture, classify, appraise and synthesize relevant evidence from four international research databa...

Objective This systematic review aimed to: (1) determine the prevalence and scope of existing research on human resource information systems (HRIS) in health organizations; (2) analyze, classify, and synthesize evidence on the processes and impacts of HRIS development, implementation, and adoption; and (3) generate recommendations for HRIS research...

We adopted a qualitative case study research design and examined a major Information System (IS) innovation project that aimed to develop and implement Human Resource Information System (HRIS) across all health organizations within one European National Health Organization (NHO). Here we set out to contribute to institutional literature by explorin...

Human resources information systems (HRIS) have potential to help organizations to achieve their strategic objectives but few academic studies have provided evidence of their effectiveness in doing so. This is especially true for HRIS studies conducted within the context of healthcare sector, where most literature related to IT has tended to priori...

Background: Public sector organizations worldwide are engaging with social media as part of a growing e-government agenda. These include government departments of health, public health agencies, and state-funded health care and research organizations. Although examples of social media in health have been described in the literature, little is known...

Il volume raccoglie i percorsi di ricerca dei dottorandi iscritti al XXIX, XXX e XXXI ciclo del Dottorato di Ricerca in " Innovazione e Gestione delle Risorse Pubbliche ". I cambiamenti in atto e gli ambiziosi sviluppi futuri che il settore pubblico sta perseguendo richiedono nuove forme di sviluppo e gestione delle risorse pubbliche, dei relativi...

Background: Compared with the eHealth literature as a whole, there has been relatively little published research on the use and impact of information and communication technologies (ICTs) designed to support business functions within health organizations. Human resource information systems (HRISs) have the potential to improve organizational effic...

Governments in many countries have taken steps to make their information and services more accessible to their citizens through the Internet, a practice often referred to as eGovernment. Public health organisations are increasingly deploying social media to support public engagement, health promotion, disease prevention strategies, and to provide a...

This review concerns the effective development, implementation and use of information technology platforms and software for supporting the effective management of human resources within healthcare organisations and, in some cases, across healthcare systems. Basic HRIS provide a means of documenting personnel characteristics and roles, scheduling ro...

Human resource management information systems (HRIS) are vital for the effective running of health systems and address many of the information, communication, and training issues of health professionals as well as providing human resource managers with high-quality data1,2, however they have not been well studied3. This research addresses this gap...

Information technology has a transformation power and it enables to conquer complexity. Public health system is very complex. Recently with a wide spread of mobile technology globally, public and private health systems have also seen its rapid growth and integration targeting to reduce the existing complexity, costs, human errors and as a result to...