Human Systems Management

Teh, Wee Chuan; Lim, Thean Pheng; Ng, Wei Chien; Soong, Yu Qing

doi: 10.1177/01672533261430175pmid: N/A

BackgroundIn the context of Malaysia’s rapidly digitalizing higher education sector, this study investigates the paradoxical role of AI literacy by examining its influence on Service-Oriented Organizational Citizenship Behavior (SO-OCB) through competing parallel mediating pathways of work stressors and work engagement.MethodsA quantitative, cross-sectional design was employed. Data were collected from 300 Malaysian academics and analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) in SmartPLS 4.ResultsThe findings show that AI literacy has a strong negative relationship with work stressors and a strong positive relationship with work engagement. Both work stressors and work engagement significantly mediate the relationship between AI literacy and SO-OCB, confirming that the primary influence of AI literacy is indirect.ConclusionThis study extends Conservation of Resources (COR) theory by establishing AI literacy as a critical personal resource in the digital era and offers practical insights for fostering a resilient academic workforce.

López-Hornickel, Natalia; Gutiérrez-de-Rozas, Belén; Vidal-Rojas, Jesús; Sandoval-Hernández, Andrés

doi: 10.1177/01672533251414512pmid: N/A

BackgroundAdolescents’ gender attitudes shape not only their personal identities and opportunities but also the wider social systems they enter as future workers, citizens, and decision-makers. Despite increasing academic attention, no comprehensive synthesis has examined how these attitudes have been studied quantitatively over the past two decades.ObjectiveThis review examines how adolescent gender attitudes have been studied using quantitative methods, focusing on the geographical scope, research aims, analytical strategies, and measurement practices.MethodsA systematic review of 134 empirical studies published between 2000 and 2024 was conducted, based on searches in Web of Science and Scopus.ResultsFindings indicate a substantial increase in publication output, alongside pronounced regional imbalances in the English language quantitative literature. Studies are predominantly drawn from Asia, North America, and Europe, with fewer contributions from Global South contexts, where relevant research may be published in other languages or regional outlets. In addition, the field relies heavily on established measurement instruments and shows limited theoretical engagement, while school and intersectional contexts remain underexamined, limiting the ability of existing evidence to inform policy and systemic change.ConclusionsFuture research requires updated and context-sensitive measures, stronger theoretical grounding, and methodological innovation. Such advances are essential to support inclusive education, sustainable development, and effective management of gender equity in social systems.

Rahman, Md Habibur; Shin, Jinkyo; Mollah, Md Alamgir; Makhammatjonovich, Mamadaliev Mamirjon

doi: 10.1177/01672533261435427pmid: N/A

BackgroundHuman resources are the organization’s key strategic assets, and organizations need to leverage them strategically to foster innovation and remain competitive.ObjectivesThe purpose of the study is to examine how AMO-enhancing practices become contagious and influence the innovation behavior, focusing on high-performance work practices (HPWPs). It also explores the mediation effect of knowledge sharing (KS) on employees’ innovation initiatives (EII).MethodsThe study uses structural equation modeling to test the proposed hypotheses, drawing on survey data from 380 professional employees across different service organizations. We have investigated how HPWPs (i.e., AMO framework) can influence employees’ own actions to drive innovation initiatives.ResultsThe study provides valuable insights that organizations can foster EII by maximizing organizational HPWPs through KS among employees. HPWPs can support EII by strengthening their ability to develop creative ideas, while KS can enhance innovativeness.ConclusionTo remain competitive, organizations should invest in employee motivation and opportunity-enhancing practices and establish robust KS frameworks. The study would offer a distinctive perspective to HRM by providing a novel model for EII.

Ayalew, Abera; Guadie, Haimanot; Alamirew, Demis

doi: 10.1177/01672533261435425pmid: N/A

BackgroundLearning organizations possess strong abilities to evolve, transform, and adjust to the rapidly changing environmental factors, sharing this knowledge among members at different levels interactively via computing and networking to address issues. Numerous past studies suggest that a learning organization plays a crucial role in enhancing the competitive advantage of organizations.ObjectiveTherefore, this study explores how innovation and organizational commitment influence the relationship between learning organizations and competitive advantage.MethodsThe research adopts a positivist philosophy, a quantitative method, and a descriptive-explanatory design. Data was collected from 265 employees at the Awash Bank headquarters through a self-administered questionnaire using simple random sampling. Analysis was conducted using PLS-SEM via Smart PLS software.ResultsFindings revealed strong positive relationships between learning organization, innovation, and competitive advantage. Innovation was found to partially mediate the relationship between learning organization and competitive advantage. Additionally, organizational commitment significantly moderated the link between innovation and competitive advantage.ConclusionThe results validate that innovation greatly improves competitive advantage, whereas organizational commitment amplifies its impact and the mediation process, especially in Ethiopia’s evolving banking industry. Overall, the research emphasizes learning organizations as a strategic basis that combines learning, innovation, and commitment for enduring competitive advantage.

Fajri, Annisa; Suharnomo, Suharnomo ; Djastuti, Indi

doi: 10.1177/01672533261435423pmid: N/A

BackgroundDigital start-up environments are characterized by rapid innovation, technological intensity, and uncertainty, requiring organizations to function as adaptive human systems grounded in individual behavior. Digital organizational culture plays a central role in shaping how employees mobilize resources within such contexts.ObjectivesThis study examines how digital organizational culture influences individual work performance through innovative work behavior. Using Conservation of Resources theory, digital culture is conceptualized as a resource-enabling context that activates self-managed, innovation-oriented action.MethodsA quantitative survey was conducted among 350 employees in Jakarta-based digital start-ups. Partial Least Squares Structural Equation Modeling (SmartPLS 4) was used to test direct and indirect relationships among the study variables.ResultsDigital organizational culture positively relates to innovative work behavior, which in turn enhances individual work performance. When innovative work behavior is included, the direct effect of digital organizational culture on performance becomes non-significant, while the indirect effect remains significant, indicating full mediation.ConclusionThe findings show that digital organizational culture enhances individual performance primarily by enabling innovative work behavior, supporting adaptive individual performance in high-velocity digital start-ups.

Nurhidayati, Nurhidayati; Fachrunnisa, Olivia; Adhiatma, Ardian; Exsti, Cici Dea Permata

doi: 10.1177/01672533261457742pmid: N/A

PurposeThe Human Development Index (HDI) measures the quality of education, health, and standard of living at the macro level. This study proposes a conceptual framework of the Digital Employee Human Development Index (DE-HDI), introducing a novel construct and its measurement dimensions within the digital workplace context at the micro level.Design/methodology/approachThis study adopts a qualitative research design using a hermeneutic approach grounded in action theory. Data were collected through semi-structured interviews and focus group discussions, enabling an in-depth interpretive analysis to develop the conceptual definition of DE-HDI and to systematically construct its key dimensions and corresponding indicators.FindingsThe findings advance a novel conceptualization of DE-HDI as a multidimensional construct encompassing digital capability, digital well-being, and digital livelihood, along with their corresponding measurement indicators.Originality/valueThis study contributes to the literature by extending the human development paradigm to the employee level and offering a theoretically grounded framework for understanding employee development in the context of digital transformation.

Haq, Faizan ul; Masood, Asim; Abbas, Mazhar; Ahmed, Ammar; Ahmed, Ikram

doi: 10.1177/01672533261439540pmid: N/A

Background: The rapid integration of Artificial Intelligence (AI) in manufacturing is reshaping operational processes while simultaneously altering employee experiences, particularly in emerging economies where digital preparedness and labor protections remain limited. Although the economic benefits of AI adoption have been widely examined, its psychological implications for employees remain relatively underexplored. Purpose: This study investigates how AI-induced job insecurity influences employee burnout, examining the mediating role of psychological safety and the moderating role of AI self-efficacy. Research Design: A quantitative, cross-sectional survey design was employed, drawing on a multi-theoretical framework that integrates Conservation of Resources (COR) Theory, the Job Demands-Resources (JD-R) Model, Social Cognitive Theory (SCT), and Uncertainty Management Theory (UMT). Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to test the proposed relationships. Study Sample: Survey data were collected from 208 employees working in manufacturing firms undergoing AI integration in Pakistan. Data Collection and/or Analysis: A structured self-administered questionnaire was distributed across AI-integrating manufacturing firms. PLS-SEM was employed to evaluate measurement and structural model relationships, including mediation and moderation effects. Results: The findings indicate that job insecurity significantly increases employee burnout while simultaneously undermining psychological safety. Psychological safety mediates the relationship between job insecurity and burnout, suggesting that insecurity contributes to burnout partly by eroding employees' sense of interpersonal safety at work. In addition, AI self-efficacy moderates this relationship by buffering the negative impact of job insecurity on psychological safety. Conclusions: These results extend existing research on employee burnout by integrating both contextual and individual-level factors associated with digital transformation. From a practical perspective, the findings underscore the importance of strengthening AI-related competencies, fostering psychologically safe work environments, and promoting transparent communication during technological change in order to reduce burnout risks in resource-constrained manufacturing settings.

Rehan, Muhammad; Nazir, Muhammad Umair; Malik, Shahab Alam

doi: 10.1177/01672533261456015pmid: N/A

BackgroundThis study investigates the impact of Spiritual Leadership (SL) on the employee’s Intrapreneurial Behavior (IB) in the hospitality sector of Pakistan.ObjectiveGrounded in Self-Determination Theory, we proposed a model with the mediating effect of intrinsic motivation (IM) on the relationship between SL-IB, and moderating effect of Harmonious Work Passion (HWP) on SL-IM, and IM-IPB relationships.MethodologyData was collected form 252, front-line and managerial level employees using purposive sampling technique. Smart PLS 4 was used to test the measurement and structural models.ResultsThe findings revealed that SL has no direct effect on IB but exerts a significant impact mediated by IM. Furthermore, HWP strengthens the SL-IM link, but weakens the IM-IB relationship.ConclusionThis indicates a psychological mechanism, highlighting that empowering employees’ inner motivation is more critical than leadership alone. The findings offer a nuanced understanding of driving employees’ intrapreneurial behavior by highlighting the pivotal role of IM and HWP.

Rashid, Shazia; Gul, Sajid; Shah, Syed Farhan

doi: 10.1177/01672533261455564pmid: N/A

Governance and ownership structures are crucial to analyzing organizational risk, especially in emerging economies with changing legal frameworks. Board characteristics—turnover, diversity, size, CEO tenure and experience, directors’ international exposure, and financial expertise—impact corporate risk, while ownership structures—family, managerial, institutional, and state—moderate the effect. This study examined how governance systems and varied ownership forms affect company stability and risk. Data from 2013-2024 panel observations of 200 firms listed on the Pakistan Stock Exchange (PSX) was used in this quantitative study. Governance factors, ownership patterns, and company risk were examined using descriptive statistics, correlation analysis, heteroskedasticity tests, and multiple regression models. Interaction terms were used to investigate ownership structure moderating effects. Changes to the board, board size, CEO tenure, and director experience overseas all affect corporate risk. Only little important was directors’ money experience. Moderation was heavily influenced by ownership. Governance and risk were stronger when a company was controlled by a family or institution. Government-owned companies had varied results. Foreign and institutional ownership reduced risk, stabilizing things. By showing how board traits and ownership arrangements affect firm risk, this research advances corporate governance. Effective governance involves board composition and firm ownership structure. Policy implications indicate that regulators should focus on board composition reforms and ownership transparency to stabilize corporate risk in emerging markets such as Pakistan.

Repanovici, Angela; Leluțiu, Laura

doi: 10.1177/01672533261437677pmid: N/A

ObjectiveThis study examines how Romanian intellectual property experts perceive and manage the complexities of AI-assisted invention, with a focus on the challenges posed by human decision-making and governance.MethodsThis study employed a qualitative design, conducting semi-structured interviews with five Romanian experts from the academic, legal, and industrial sectors. Thematic analysis was performed using NVivo 12.ResultsExperts consistently viewed AI as a supportive tool that enhances data processing but lacks the intentionality and creativity required for inventorship. Key concerns included authorship ambiguity, risks of infringement, and the need for transparent human oversight. Participants emphasized the importance of adaptive regulatory frameworks and interdisciplinary education.ConclusionAI-assisted invention requires human-centered governance that ensures ethical accountability and legal clarity. The findings underscore the central role of human judgment and call for enhanced information literacy and institutional preparedness in managing AI-driven innovation.