Human Systems Management

Ohri, Kritika; Dutta, Hitakshi

doi: 10.1177/01672533251374983pmid: N/A

BackgroundAs workplaces become more complicated and employees ask for more meaning and balance in their lives, ideas like workplace spirituality and work–life integration have become more important. As companies try to align employee well-being with long-term performance and an ethical culture, these ideas have gained traction.ObjectiveThe goal of this study is to use bibliometric analysis of the relevant scholarly literature to look at the intellectual structure, main themes, and new research directions in the fields of workplace spirituality and work–life integration.MethodsThe study used 130 documents from the Scopus database that were published between 2003 and 2025. We used bibliometric tools like Biblioshiny (part of the R-based Bibliometrix package) and VOSviewer to do co-citation analysis, keyword co-occurrence mapping, thematic clustering, and performance analysis of authors, institutions, and keywords.ResultsThe study found important thematic groups, such as meaningful work, burnout, job satisfaction, and employee well-being. There was a strong link between workplace spirituality and spiritual leadership, organisational commitment, and values alignment. Emotional exhaustion, resilience, and managing boundaries were some of the themes that were related to work-life integration. These themes show that modern research is bringing together psychological, organisational, and ethical issues.ConclusionMore and more people are realizing that spirituality at work and balancing work and life are important parts of human-centred management. Because they are connected to things like engagement and well-being, there is a need for research frameworks that take all of these things into account and organizational strategies that are sensitive to the situation. The study also points out areas where more research could be done in different fields and cultural settings.

Ohri, Kritika; Dutta, Hitakshi

doi: 10.1177/01672533251377880pmid: N/A

BackgroundEmployee engagement remains a central pillar of organizational effectiveness, yet contemporary work environments especially in hybrid and post-pandemic contexts demand frameworks rooted in deeper human values. Increasingly, concepts such as purpose, empathy, inclusivity, and flexibility are reshaping what meaningful engagement looks like. In this evolving landscape, workplace spirituality, authentic leadership, and corporate social responsibility (CSR) have emerged as critical drivers of sustainable employee commitment and performance.ObjectiveThis study aims to explore how values-based engagement approaches are being operationalized in recent models. Specifically, it investigates the intersection of spiritual and ethical leadership dimensions with employee engagement strategies, offering insight into how organizations can align purpose-driven culture with performance outcomes.MethodsA systematic review was conducted, analyzing 15 conceptual and empirical models of employee engagement and workplace spirituality published between 2020 and 2025. Each model was assessed across key parameters: context, independent and dependent variables, mediators, and moderators. The review prioritized studies with relevance to hybrid, digital, or post-pandemic organizational settings.ResultsThe analysis revealed that recognition, managerial support, work-life balance, and a sense of purpose consistently emerged as primary engagement drivers. Integrating spirituality into the workplace particularly through compassion, ethical alignment, and meaningful work was shown to enhance employee well-being, creativity, and retention. Sector-specific variations also underscored the importance of leadership fairness, empathy, and organizational behavior in shaping engagement outcomes.ConclusionDrawing from these insights, the study proposes a values-based conceptual framework that positions employee engagement as a dynamic bridge between individual fulfillment and organizational success. The framework incorporates the PRISM model Purpose, Relationships, Involvement, Support, and Motivation and aligns with Environmental, Social and Governance (ESG)-driven HR practices. This contribution offers both theoretical and practical direction for organizations seeking to adopt ethically and spiritually grounded engagement strategies, while also setting the stage for future research in digitally enabled and hybrid work ecosystems.

Alsarayreh, Rakan; Alhajahjeh, Doua

doi: 10.1177/01672533251374984pmid: N/A

BackgroundDigital sustainability positively impacts stakeholder satisfaction in Jordanian banking. This study reveals that artificial intelligence significantly enhances this relationship. Strategic AI integration amplifies the benefits of digital sustainability for all stakeholders.ObjectiveThis study investigates how artificial intelligence acts as a moderator in the relationship between digital sustainability and stakeholders’ satisfaction to provide insights for building sustainable digital synergies in Jordanian commercial banks.MethodsThe study employed an analytical quantitative methodology. Data were collected via an electronically structured questionnaire distributed to a sample of 230 upper- and middle-level managers in the head offices of 12 Jordanian commercial banks, resulting in 188 valid responses. The hypotheses were evaluated using Structural Equation Modelling (SEM) with Partial Least Squares (PLS) estimation in SmartPLS 4.1.ResultsThe study’s findings indicate that digital sustainability positively affects stakeholder satisfaction, with artificial intelligence acting as a significant moderator. Specifically, digital sustainability practices—encompassing digital economic sustainability, digital social sustainability, and digital environmental sustainability—enhance the satisfaction of key stakeholder groups, including employees, suppliers, and customers. Furthermore, the adoption of artificial intelligence strengthens the relationship between digital sustainability and stakeholder satisfaction, demonstrating a synergistic effect that amplifies the positive impact of digital sustainability initiatives.ConclusionAI enhances the positive impact of digital sustainability on stakeholder satisfaction in Jordanian banks. Integrating AI into sustainability practices is key to maximizing stakeholder contentment. This study encourages Jordanian banks to strategically combine AI and digital sustainability for optimal results.

Jebreel, Mohammad; Magboul, Ibrahim; Qudah, Hanan Ahmad; Herzallah, Fadi

doi: 10.1177/01672533251377844pmid: N/A

BackgroundNowadays, in the context of the rapid advancement in the IT field, radical changes have taken place in audit and accounting practices. Despite the recent increased attention from practitioners and scholars on Computer-Assisted Audit Tools and Techniques (CAATT) usage, there is still a very limited number of empirical studies related to this usage in developing countries like Sudan.ObjectiveThis paper focuses on the user-related antecedents and perceived service quality outcomes of CAATT usage within selected auditing organizations in Sudan. Based on this, a model has been proposed and tested to investigate user-related antecedents that influence CAATT usage and its relationship with perceived audit quality.MethodData was collected from 131 auditors using purposive sampling and analysis was done by applying partial least squares structural equation model analysis (PLS-SEM).ResultsThe results showed that six out of nine hypothesized relationships significantly influence CAATTs usage. In contrast, three user antecedents showed no significant influence, while perceived service quality was found to be significantly influenced by CAATTs usage.ConclusionThe study has filled the existing research gap by studying the user-related antecedents in CAATT usage within the context of developing countries. The research findings indicate that more research is required to enable wider CAATTs diffusion to enhance perceived audit quality.

Afzal, Maria; Khan, Md Imran

doi: 10.1177/01672533251377852pmid: N/A

BackgroundThe contemporary workplace is characterized by high expectations and digital transformation, driven by remote work and gender disparities, compelling a focus on employee well-being that necessitates transparent leadership.ObjectiveThe objective of this research lies in an integrative model that examines the relationship between authentic leadership, employee well-being, and digital transformations in the context of Indian IT employees.MethodsThe study utilized a cross-sectional research design and a quantitative approach to examine the conceptual model. The data were collected through a structured questionnaire and a purposive sampling procedure from 424 employees in the IT sector of the Delhi/NCR region in India. This study has utilized structural equation modeling to explore the impact of authentic leadership on employee well-being and digital transformation and the moderating role of gender.ResultsThe study reveals the significant positive impact of authentic leadership on employee well-being and digital transformation, exploring the new dimensions in transformative service research. Gender moderates the relationship between authentic leadership and digital transformation.ConclusionsThe finding of this study suggests that authentic leadership contributes to developing trust, customer loyalty, and brand reputation, which is significant and positively related to employee well-being and digital transformation.

Balili, Ernest; Zhang, Jian

doi: 10.1177/01672533251374986pmid: N/A

BackgroundCorporate Social Responsibility (CSR) has become a central component of contemporary business strategy, aiming to reduce environmental externalities through eco-friendly operations and employee engagement. While existing research suggests that employees often perceive and respond positively to CSR, there is a limited understanding of how employees attribute the underlying motives behind CSR initiatives and how these attributions influence their outcomes.ObjectiveDrawing on Affective Events Theory (AET), this study's objective is to examine how employees’ attributions of CSR motives influence their green innovation behaviors, with environmental passion and environmental commitment serving as sequential mediators, and environmental empathy acting as a boundary condition.MethodsAn online survey was conducted in two waves to collect data from employees of small and medium-sized enterprises (SMEs) in Albania. Responses from 423 participants were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 3.5 to assess the measurement and structural models. Additionally, Hayes PROCESS Macro was used to examine the hypothesized moderated-mediation effects.ResultsThe results indicate that substantive CSR has a positive impact on green innovation behaviors. In contrast, symbolic CSR exerts a negative impact on these behaviors. Additionally, environmental passion and environmental commitment partially mediate the positive effect of substantive CSR on green innovation behaviors, and the negative effect of symbolic CSR on these behaviors. Furthermore, environmental empathy strengthens the positive indirect effect of substantive CSR on green innovation behaviors via environmental passion and environmental commitment, and simultaneously amplifies the negative indirect effect of symbolic CSR on green innovation behaviors.ConclusionFor resource-constrained SMEs, authentic CSR is not merely ethical but a strategic necessity for securing long-term sustainable competitive advantage. Accordingly, our study offers several implications for theory and for practitioners.

Rajput, Rubvita Chadha

doi: 10.1177/01672533251378288pmid: N/A

BackgroundThe integration of human resource (HR) analytics into retail operations enhances firm performance by fostering organizational agility and improving operational efficiency. However, limited research explores how HR analytics drives firm performance in the retail sector, particularly through mediating mechanisms.ObjectiveThis study examines the impact of HR analytics on firm performance in the retail sector, focusing on the mediating roles of organizational agility and operational performance. Grounded in the dynamic capability view (DCV) theory, it aims to provide empirical evidence on how HR analytics contributes to business success.MethodsData were collected from 153 HR managers in the Indian retail sector. The proposed model was tested using partial least squares structural equation modeling (PLS-SEM) via SmartPLS 4.0.ResultsFindings reveal that HR analytics significantly impacts organizational agility, operational performance, and firm performance. Organizational agility positively influences operational performance and firm performance. Furthermore, both organizational agility and operational performance partially mediate the relationship between HR analytics and firm performance.ImplicationsThe study highlights HR analytics as a critical driver of organizational agility and operational performance, offering valuable insights for retail managers to optimize workforce strategies. It underscores the need for data-driven HR practices to enhance firm agility and performance in a competitive retail landscape. Future research should explore additional mediators and industry contexts to extend these findings.

Jahan, Uzma; Bhaskar, Priyanka; Pal, Abhinav; Raj, Pranav

doi: 10.1177/01672533251378965pmid: N/A

PurposeThis study investigates the role of emotional intelligence (EI) and self-efficacy in mitigating the fear of COVID-19 and burnout among healthcare professionals. It seeks to develop a research model with COVID-19 anxiety as the independent variable and self-efficacy, emotional intelligence, and burnout as dependent variables.MethodologyThe study was conducted in public and private hospitals across Hyderabad, India, utilizing a sample size of 654 hospital employees. Data collection was carried out in two phases to minimize common method bias. Confirmatory factor analysis was performed to ensure the reliability and validity of the model. Structural equation modeling was employed to analyze the data, revealing significant relationships between COVID-19 anxiety, emotional intelligence, self-efficacy, and burnout. Mediation analysis confirmed the mediating roles of emotional intelligence and self-efficacy between COVID-19 anxiety and burnout.FindingsThe study concludes that enhancing emotional intelligence and self-efficacy can alleviate fear and burnout among healthcare professionals. It emphasizes the importance of developing training programs to improve stress tolerance and quality of work among healthcare workers.OriginalityThis study contributes to the existing literature by examining the interplay between COVID-19 anxiety, emotional intelligence, self-efficacy, and burnout among healthcare professionals. It provides valuable insights into the factors that influence the mental health and job satisfaction of healthcare workers, highlighting the need for interventions to support their well-being.

Ranga, Himani; Taneja, Sapna; Chauhan, Anushree

doi: 10.1177/01672533251385351pmid: N/A

BackgroundThe rapid expansion of the gig economy has significantly influenced workers’ psychological and physical well-being, along with their overall quality of life. While gig workers enjoy the autonomy to choose their tasks, location, and clients, the constant need to switch roles, manage irregular schedules, and take on multiple gigs to sustain income often creates stress and undermines their work–life balance.ObjectiveThis study aims to assess the existing body of research on the well-being of gig workers, with the goal of identifying significant aspects, emerging patterns, and potential topics for future research studies.MethodsThe authors manually integrated datasets from the Scopus and Web of Science databases, resulting in a total of 478 documents for bibliometric analysis. R-studio software was utilized for performance analysis, and Vos viewer for keyword cluster visualization.ResultsThe analysis shows that Frontiers of Psychology is at the forefront with 16 publications, emphasizing the role of psychology in understanding gig workers’ well-being. The United States stands out as the leading contributor, showcasing its research dominance in the global north and emphasizing the importance of involvement from other regions. Davis SN and Oviedo-Trespalacios O are among the most prolific scholars. University College London produces the highest number of publications, suggesting that a small core of scholars and institutions leads the discussion. The influential paper ‘Good Gig, Bad Gig: Autonomy and Algorithmic Control in the Global Gig Economy’ often mentions ‘autonomy’ and ‘algorithmic control’, emphasizing the ongoing debate between flexibility and precarity. Overall, these findings outline current research trends and offer practical insights for policymakers, as well as guidance for future research directions.ConclusionThe findings suggest that the well-being of gig workers has recently received the attention of scholars. Nevertheless, a noticeable gap exists across several dimensions of the well-being of gig workers, underscoring the need for future scholarly enquiry in greater depth.

Ha, Nguyen Minh; Diem, Pham Thi

doi: 10.1177/01672533251390238pmid: N/A

BackgroundHR professionals shape organizational agility, flexibility, and adaptability to external changes while embedding sustainability values into the company culture. However, almost current studies rely on qualitative methods to explain the HR role in sustainable context and it has not yet had a measurement scale.ObjectiveBy combining the institutional theory and resource-based-view theory, this study develops and validates the HR change leadership role scale in sustainable context by empirical evidence.MethodsThe study employs a mixed method combining qualitative and quantitative research. Two qualitative researches are conducted through in-depth interviews to enhance the value of the scales’ content, and ensure that the items designed are clear, simple, specific, and relevant. Quantitative research is conducted in three studies to test the validity of the item content with 51 experts; evaluate the scale reliability, convergence, and discriminant validity with 263 employees; and validate the scale through the confirmatory composite analysis progress, with 1058 employees working at 24 sustainable firms.ResultsThe result show the HR change leadership role scale consist of five dimensions with 38 items: identifying opportunities, creating a vision, leveraging resources, restructuring the organization and controlling change. Additionally, it explores the adoption of HR change leadership role have a positive impact on organizational commitment.ConclusionsThe study confirms and expands the HRM institutional entrepreneurship role into an HR change leadership as a new role for HR professionals in a sustainable context by employing a quantitative method, instead of merely explaining it in the literature.