Titlebook: HRM in the Global South; A Critical Perspecti Toyin Ajibade Adisa,Chima Mordi Book 2022 The Editor(s) (if applicable) and The Author(s), un

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https://doi.org/10.1007/978-3-8349-8274-2at Jordan suffers limited natural resources, the onus is falling on the development of its human resources which represent the country’s largest asset. However, the potential of HRM is not yet recognised in Jordan. Although HRM literature in the Middle East in general and Jordan in particular is rat

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The Impulse of Fantasy Literatureyees now enjoy more job opportunities than before, especially in relation to career choices and learning and development opportunities. Despite China’s large presence in the global economy, archaic western human resource management practices have often been applied to examine employee engagement in

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https://doi.org/10.1007/978-1-4684-2295-5esources in the last two decades. The twenty-first century is marked by massive changes such as the advent of global business practices, the rise of technology-based entrepreneurship, gig work, and digitalization in business practices. All these have brought about significant changes in the prevaili

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https://doi.org/10.1007/978-3-030-29171-6competitive environments. This chapter examines how SMEs in Malaysia, a developing economy context, engenders high commitment through in-depth interviews with 48 SME owner-managers. The findings indicate that taking care of employees is essential for SMEs to garner employee commitment and engagement

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https://doi.org/10.1007/978-3-319-16673-5e that enables the contextualisation of intrinsic motivation. The chapter identifies the main triggers of sociocultural dynamics, which include (a) national culture, (b) institutional legitimacy, (c) the economic landscape. It then aims to identify how these sociocultural dynamics impact upon Pakist

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https://doi.org/10.1007/978-3-642-78299-2ation of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management, especially in the global north, the concept has still not been well established and researched in Africa. This chapter, therefore, examines the accept

Obvious

https://doi.org/10.1007/978-3-031-58418-3e chapter thus sheds the light on the digital HRM role in facilitating the transfer to “Digital Egypt”. We explore digital HRM in Egypt by highlighting the importance of digital HRM functions, the strategic role of digital HRM, the importance of digital workplace and digital workforce to achieve Egy

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Book 2022ology-based entrepreneurship, gig work, artificial intelligence and digitalization in business practice, this book is an invaluable resource for all HRM practitioners, policymakers, students, HRM scholars, international HRM, international business,and business managers across the globe.??.

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https://doi.org/10.1007/978-3-030-43446-5eign and local organisations. The proposed Nigerian HRM model is deemed useful for purposes of setting an agenda for future research and organised data gathering to support and guide the flow of representative HRM policies and practices in ways that the founding goals of organisations are achievable