Codruța Osoian’s research while affiliated with Babeș-Bolyai University and other places

This paper aims to examine the impact of green HRM and corporate social responsibility on financial performance growth, measured by profit, revenue, ROA, and ROE growth. To test the hypotheses, we employed ordinary least squares (OLS) regression analysis. The findings revealed that green HRM is a significant predictor of growth indicators, including profit, ROA, and ROE. Furthermore, contrary to our expectations, the implementation of CSR practices negatively impacts the firm’s potential for economic growth. The empirical evidence shows that CSR is positively associated only with revenue growth. This study contributes to the literature by examining the debated impact of green HRM and CSR on financial performance growth while also offering valuable insights for practitioners and policymakers.

In the modern business world, AI is revolutionizing HR departments around the globe and is becoming an essential part of human resource management. In this paper we explore the role of AI in Human Resource Management and how it can help organizations to remain competitive and efficient, while improving employee empowerment and engagement. We conducted quantitative research involving employees and HR professionals from various sectors in Romania to explore their perceptions of AI implementation in the workplace. The data explores the extent to which AI chatbots can empower employees and improve their efficiency. Additionally, we analyze employees’ perceptions regarding the possibility of being replaced by AI, offering insights into their concerns about job displacement alongside the opportunities AI presents for job enhancement. The research findings reveal a strong positive correlation between favorable perceptions of AI and increased empowerment, while concerns about job displacement negatively affect empowerment. The study’s conclusions have significant implications for HR professionals, who can use AI tools to maximize and enhance organizational performance. Moreover, to satisfy the demands of the workforce of the future, our research also emphasizes how important it is for HR experts to integrate technology advancements into their HR strategy.

Artificial Intelligence (AI) is revolutionizing the landscape of innovation, presenting both unprecedented opportunities and many challenges for individuals, organizations, and societies. The purpose of this paper is to investigate what will happen with innovation in an AI era, through a comprehensive analysis of the dynamics of innovation in the era of AI. Based on a bibliometric analysis we explore the paper annual publication number, the trend topic, the word count and the international interest for this subject. Through an in-dept analysis we observed some transformative changes that will arise: Data-Driven Decision Making, Personalized Customer Experiences, Supply Chain Optimization, Innovation in Financial Services, AI-Powered Entrepreneurship, Job Displacement and Reskilling, Ethical and Regulatory Considerations. By integrating insights from both bibliometric analyses and scenario planning exercises, we offer a nuanced understanding of the opportunities and challenges arising from AI-driven innovation and provide strategic recommendations for navigating the complex terrain of the AI era. The findings contribute to the academic discourse on AI and innovation, inform evidence-based decision-making, and inspire proactive responses to the transformative forces shaping our collective future.

This paper explores the relationship between engagement and job burnout perceived by teleworking employees. The theoretical framework of this paper explains the concepts of telework, work engagement, and job burnout, but also the relationships between these variables. Telework is a “new reality” for many employees, and in this new work context, engagement and burnout must be investigated, especially for entry level employees. We analyzed the relationship between engagement and telework, respectively burnout and telework based on a questionnaire. The results reveal a positive relationship between engagement and telework and a negative correlation between burnout and telework. The research results also show that burnout has a high level among telework employees, and exhaustion is the most pronounced problem.

In the context of a global pandemic affecting businesses worldwide, management focus is oriented to what would enhance the employees’ work performance even in crisis situations. This paper aims to identify, explore and explain the relationships between social support, task performance and organizational citizenship behaviour as well as different demographic data which might influence these variables. The final goal is to propose relevant solutions and recommendations for managers and practitioners in human resources which could be easily applied and have a major impact on individual performance as well as on the overall performance of the organization. The quantitative research is based on a sociological survey consisting of two standardized questionnaires based on tested Likert scales measuring co-workers perceived support, employees’ task performance and organizational citizenship behaviour. The sample consists of 300 pairs of employees and their direct supervisors working in services companies based in Romania. The survey’s results are analysed by performing correlation and regression analyses in JASP 0.14.1.0 free software. The results show positive relationships between the variables yet it proves that co-workers’ support is not relevant for task performance. Valuable information regarding OCB and task performance can be added to the previous job performance research. Statistically significant relationships with demographic data could not be obtained. Further studies might consider a larger sample consisting of Europeans in more than one country as well as comparative analyses between countries and companies’ fields of activity.