References
- Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970–988. https://doi.org/https://doi.org/10.5465/amj.2010.54533176
- Andrejczuk, E. (2018). Artificial intelligence methods to support people management in organisations [Unpublished doctoral thesis]. Retrieved January 01, 2020, from http://www.iiia.csic.es/∼jar/thesisEwaFinal.pdf
- Argyris, C. (1964). Integrating the individual and the organisation. John Wiley & Sons, Inc.
- Bal, P. M., & Dorenbosch, L. (2015). Age‐related differences in the relations between individualised HRM and organisational performance: A large‐scale employer survey. Human Resource Management Journal, 25(1), 41–61. https://doi.org/https://doi.org/10.1111/1748-8583.12058
- Bal, P. M., Kooij, D. T. A. M., & De Jong, S. B. (2013). How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC-strategies. Journal of Management Studies, 50(4), 545–572. https://doi.org/https://doi.org/10.1111/joms.12028
- Bankins, S., & Formosa, P. (2020). When AI meets PC: Exploring the implications of workplace social robots and a human-robot psychological contract. European Journal of Work and Organizational Psychology, 29(2), 215–229. https://doi.org/https://doi.org/10.1080/1359432X.2019.1620328
- Barney, M. (2018). Artificially intelligent coaching has arrived. Retrieved February 23, 2020, from https://trainingindustry.com/magazine/may-jun-2018/artificially-intelligent-coaching-has-arrived/
- Barro, S., & Davenport, T. H. (2019). People and machines: Partners in innovation. MIT Sloan Management Review, 60(4), 22–28.
- BasuMallick, C. (2019). How AI-driven performance feedback can make you a better manager. Retrieved February 23, 2020, from https://www.hrtechnologist.com/articles/performance-management-hcm/ai-driven-performance-feedback/
- Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce: Transforming talent into strategic impact. Harvard Business Press.
- Berg, P., & Frost, A. (2006). Dignity at work for low wage, low skill service workers. Relations Industrielles, 60(4), 657–682. https://doi.org/https://doi.org/10.7202/012339ar
- Blau, P. M. (1964). Exchange and power in social life. Wiley.
- Budhwar, P., Varma, A., & Kumar, R. (Eds.). (2019). Indian business: Understanding a rapidly emerging economy. Routledge.
- Budhwar, P. & Malik, A. (2020a). Special Issue: Leveraging Artificial and Human Intelligence Through Human Resource Management. https://www.journals.elsevier.com/human-resource-management-review/call-for-papers/leveraging-artificial-and-human-intelligence
- Budhwar, P. S., & Malik, A. (2020b). Call for papers: Artificial intelligence challenges and opportunities for international HRM. The International Journal of Human Resource Management. Retrieved from https://think.taylorandfrancis.com/journal-human-resourcemanagement-artificial-intelligence/
- Bughin, J., Hazan, E., Ramaswamy, S., Chui, M., Allas, T., Dahlström, P., Henke, N., & Trench, M. (2017, June). Artificial intelligence: The next digital frontier? McKinsey Global Institute. McKinsey & Company.
- Carter, B., Danford, A., Howcroft, D., Richardson, H., Smith, A., & Taylor, P. (2013). Stressed out of my box’: Employee experience of lean working and occupational ill-health in clerical work in the UK public sector. Work, Employment and Society, 27(5), 747–767. https://doi.org/https://doi.org/10.1177/0950017012469064
- Casper, W. J., & Harris, C. M. (2008). Work-life benefits and organisational attachment: Self-interest utility and signalling theory models. Journal of Vocational Behavior, 72(1), 95–109. https://doi.org/https://doi.org/10.1016/j.jvb.2007.10.015
- Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313. https://doi.org/https://doi.org/10.1016/j.hrmr.2009.04.001
- Corley, K. G., & Gioia, D. A. (2011). Building theory about theory building: What constitutes a theoretical contribution? Academy of Management Review, 36(1), 12–32. https://doi.org/https://doi.org/10.5465/amr.2009.0486
- Daugherty, P. R., & Wilson, H. J. (2018). Human + machine: Reimagining work in the age of AI. Harvard Business Press.
- De Leede, J., Huiskamp, R., Oeij, P., Nauta, A., Goudswaard, A., & Kwakkelstein, T. (2007). Negotiating individual employment relations, evidence from four Dutch organisations. Revue Interventions Économique, 35, 1–16.
- Delery, J. E., & Doty, D. H. (1996). Modes of theorising in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39, 802–835.
- Duggan, J., Sherman, U., Carbery, R., & McDonnell, A. (2020). Algorithmic management and app‐work in the gig economy: A research agenda for employment relations and HRM. Human Resource Management Journal, 30(1), 114–132. https://doi.org/https://doi.org/10.1111/1748-8583.12258
- Faliagka, E., Iliadis, L., Karydis, I., Rigou, M., Sioutas, S., Tsakalidis, A., & Tzimas, G. (2014). Online consistent ranking on e-recruitment: Seeking the truth behind a well-formed CV. Artificial Intelligence Review, 42(3), 515–528. https://doi.org/https://doi.org/10.1007/s10462-013-9414-y
- Fan, C. Y., Fan, P. S., Chan, T. Y., & Chang, S. H. (2012). Using hybrid data mining and machine learning clustering analysis to predict the turnover rate for technology professionals. Expert Systems with Applications, 39(10), 8844–8851. https://doi.org/https://doi.org/10.1016/j.eswa.2012.02.005
- Fiske, S. T., & Taylor, S. E. (1991). Social cognition (2nd ed). McGraw-Hill Inc.
- Fountaine, T., McCarthy, B., & Saleh, T. (2019). Building the AI-powered organisation. Harvard Business Review, 63–73.
- Gioia, D. A., Corley, K. G., & Hamilton, A. L. (2013). Seeking qualitative rigor in inductive research: Notes on the Gioia methodology. Organizational Research Methods, 16(1), 15–31. https://doi.org/https://doi.org/10.1177/1094428112452151
- Glassner, V., & Keune, M. (2012). The crisis and social policy: The role of collective agreements. International Labour Review, 151(4), 351–375. https://doi.org/https://doi.org/10.1111/j.1564-913X.2012.00153.x
- Guenole, N., & Feinzig, S. (2018). The business case for AI in HR: With insights and tips on getting started. IBM Smarter Workforce Institute, IBM.
- Gustavsson, E. (2005). Virtual servants: Stereotyping female front‐office employees on the. Internet. Gender, Work & Organisation, 12(5), 400–419.
- Haak, T. (2019). Personalisation in HR: Some ideas. Retrieved February 23, 2020, from https://hrtrendinstitute.com/2019/04/29/personalisation-in-hr/
- Harley, B., Allen, B. C., & Sargent, L. D. (2007). High-performance work systems and employee experience of work in the service sector: The case of aged care. British Journal of Industrial Relations, 45(3), 607–633. https://doi.org/https://doi.org/10.1111/j.1467-8543.2007.00630.x
- Hornung, S., Rousseau, D. M., & Glaser, J. (2008). Creating flexible work arrangements through idiosyncratic deals. The Journal of Applied Psychology, 93(3), 655–664. https://doi.org/https://doi.org/10.1037/0021-9010.93.3.655
- Hornung, S., Rousseau, D. M., & Glaser, J. (2009). Why supervisors make idiosyncratic deals: Antecedents and outcomes of I-deals from a managerial perspective. Journal of Managerial Psychology, 24(8), 738–764. https://doi.org/https://doi.org/10.1108/02683940910996770
- HR Recruiting. (2016). Why personalization matters during the recruitment process. Retrieved February 23, 2020, from https://thrivetrm.com/personalization-matters-recruitment-process/
- Huang, M. H., & Rust, R. T. (2018). Artificial intelligence in service. Journal of Service Research, 21(2), 155–172. https://doi.org/https://doi.org/10.1177/1094670517752459
- Hughes, C., Robert, L., Frady, K., & Arroyos, A. (2019). Managing people and technology in the workplace. In C. Hughes, L. Robert, K. Frady, & A. Arroyos (Eds.), Managing technology and middle-and low-skilled employees (pp. 61–68). Emerald Publishing Limited. https://doi.org/https://doi.org/10.1108/978-1-78973-077-720191005
- IBEF. (2020). IT & BPM Industry in India. https://www.ibef.org/industry/indian-iT-and-iTeS-industry-analysis-presentation
- Imrie, P., & Bednar, P. (2013). Virtual personal assistant. In ItAIS 2013. AIS Electronic Library (AISeL).
- Jantan, H., Hamdan, A., & Othman, Z. (2010). Human talent prediction in HRM using C 4.5 classification algorithms. International Journal on Computer Science and Engineering, 2(8), 2526–2534.
- Karra, S. (2019, March 4). The hyper-personalization of HR services. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/04/the-hyper-personalization-of-hr-services/#b9990ad4b411
- Kathuraia, R., Kedia, M., & Kapilavai, S. (2020). Implications of AI on the Indian economy. Indian Council for Research on International Economic Relations.
- Kim, T. Y., Aryee, S., Loi, R., & Kim, S. P. (2013). Person–organisation fit and employee outcomes: Test of a social exchange model. The International Journal of Human Resource Management, 24(19), 3719–3737. https://doi.org/https://doi.org/10.1080/09585192.2013.781522
- Kiron, D., & Schrage, M. (2019). Strategy for and with AI. MIT Sloan Management Review, 60(4), 30–35.
- Kristof, A. L. (1996). Person–organisation fit: An integrative review of its conceptualisations, measurements, and implications. Personnel Psychology, 49(1), 1–49. https://doi.org/https://doi.org/10.1111/j.1744-6570.1996.tb01790.x
- Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organisation, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342. https://doi.org/https://doi.org/10.1111/j.1744-6570.2005.00672.x
- De Leede, J., Looise, J. K., & Riemsdijk, M. (2004). Collectivism versus individualism in Dutch employment relations. Human Resource Management Journal, 14(1), 25–39. https://doi.org/https://doi.org/10.1111/j.1748-8583.2004.tb00110.x
- Ma, X., & Brown, T. (2020). AI-mediated exchange theory. In Extended Abstracts of the 2020 CHI Conference on Human Factors in Computing Systems (Workshop). Association for Computing Machinery.
- Maity, S. (2019). Identifying opportunities for artificial intelligence in the evolution of training and development practices. Journal of Management Development, 38(8), 651–663.
- Malik, A., & Pereira, V. (Eds.). (2016). Indian culture and work organisations in transition. Routledge.
- Malik, A., Budhwar, P., & Srikanth, N. R. (2020). Gig economy, 4IR and artificial intelligence: Rethinking strategic HRM. In P. Kumar, A. Agarwal, & P. Budhwar (Eds.), Human & technological resource management (HTRM): New insights into revolution 4.0. Emerald Publications. pp. 75–88.
- Malik, A., Pereira, V., & Tarba, S. (2019). The role of HRM practices in product development: Contextual ambidexterity in a US MNC’s subsidiary in India. The International Journal of Human Resource Management, 30(4), 536–564. https://doi.org/https://doi.org/10.1080/09585192.2017.1325388
- Malik, A., Sharma, P., Pereira, V., & Temouri, Y. (2021). From regional innovation systems to global innovation hubs: Evidence of a Quadruple Helix from an emerging economy. Journal of Business Research (in press).
- Malik, A., Srikanth, N. R., & Budhwar, P. (May 2020). Digitisation, AI and HRM. In J. Crashaw, P. Budhwar, & A. Davis (Eds.), Strategic human resource management (pp. 88–110). Sage Publications.
- McColl, R., & Michelotti, M. (2019). Sorry, could you repeat the question? Exploring video‐interview recruitment practice in HRM. Human Resource Management Journal, 29(4), 637–656. https://doi.org/https://doi.org/10.1111/1748-8583.12249
- Morf, M., Bakker, A. B., & Feierabend, A. (2019). Bankers closing idiosyncratic deals: Implications for organisational cynicism. Human Resource Management Journal, 29(4), 585–599. https://doi.org/https://doi.org/10.1111/1748-8583.12245
- Morley, M. J. (2007). Person-organisation fit. Journal of Managerial Psychology, 22(2), 109–117. https://doi.org/https://doi.org/10.1108/02683940710726375
- Motowildo, S. J., Borman, W. C., & Schmit, M. J. (1997). A theory of individual differences in task and contextual performance. Human Performance, 10(2), 71–83. https://doi.org/https://doi.org/10.1207/s15327043hup1002_1
- Narayanan, A., Rajithakumar, S., & Menon, M. (2019). Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), 228–247. https://doi.org/https://doi.org/10.1177/1534484318812159
- NASSCOM. (2020). Facts and figures. https://nasscom.in/knowledge-centre/facts-figures
- Nishii, L. H., & Wright, P. (2008). Variability at multiple levels of analysis: Implications for strategic human resource management. In D. B. Smith (Ed.), The people make the place (pp. 225–248). Lawrence Erlbaum Associates.
- Pereira, V., & Malik, A. (2015). Making sense and identifying aspects of Indian culture (s) in organisations: Demystifying through empirical evidence. Culture and Organization, 21(5), 355–365. https://doi.org/https://doi.org/10.1080/14759551.2015.1082265
- Raman, S. G. (2018, August 20). Are robots taking over the world? A restaurant in Chennai serves an answer. https://scroll.in/magazine/8,86,874/are-robots-taking-over-the-world-a-restaurant-in-chennai-serves-an-answer
- Ransbotham, S., Kiron, D., Gerbert, P., & Reeves, M. (2017). Reshaping business with artificial intelligence: Closing the gap between ambition and action. MIT Sloan Management Review, 59(1), 1–17.
- Reinhard, G., Jesper, V., & Stefan, S. (2016). Industry 4.0: Building the digital enterprise. 2016 Global Industry 4.0 Survey. https://doi.org/https://doi.org/10.1080/01969722.2015.1007734
- Siggelkow, N. (2007). Persuasion with case studies. Academy of Management Journal, 50(1), 20–24. https://doi.org/https://doi.org/10.5465/amj.2007.24160882
- Stavrou, E. T., Charalambous, C., & Spiliotis, S. (2007). Human resource management and performance: A neural network analysis. European Journal of Operational Research, 181(1), 453–467. https://doi.org/https://doi.org/10.1016/j.ejor.2006.06.006
- Strohmeier, S., & Piazza, F. (2015). Artificial intelligence techniques in human resource management—a conceptual exploration. In Intelligent techniques in engineering management (pp. 149–172). Springer.
- Takamoto, M., & Owada, J. (2018). HR-tech that boosts productivity and makes people shine: New value creation in HR achieved through data analysis. Hitachi Review, 67(6), 652–653.
- Tambe, P., Cappelli, P., & Yakubovich, V. (2019). Artificial intelligence in human resources management: Challenges and a path forward. California Management Review, 61(4), 15–42. https://doi.org/https://doi.org/10.1177/0008125619867910
- Tarafdar, M., Beath, C. M., & Ross, J. W. (2019). Using AI to enhance business operations. MIT Sloan Management Review, June 2019, pp. 37–44.
- Tecuci, G. (2012). Artificial intelligence. Wiley Interdisciplinary Reviews: Computational Statistics, 4(2), 168–180. https://doi.org/https://doi.org/10.1002/wics.200
- Thomas, D. C., Cuervo-Cazurra, A., & Brannen, M. Y. (2011). Explaining theoretical relationships in international business research: It’s about the arrows linking the boxes. Journal of International Business Studies, 42(9), 1073–1078. https://doi.org/https://doi.org/10.1057/jibs.2011.44
- Ullas, S. S. (2019). At this Bengaluru school, robots teach, and teachers mentor. https://timesofindia.indiatimes.com/city/bengaluru/at-this-bengaluru-school-robots-teach-and-teachers-mentor/articleshow/70867664.cms
- Underwood, B. J. (1975). Individual differences as a crucible in theory construction. American Psychologist, 30(2), 128–134. https://doi.org/https://doi.org/10.1037/h0076759
- Upadhyay, A. K., & Khandelwal, K. (2018). Applying artificial intelligence: Implications for recruitment. Strategic HR Review, 17(5), 255–258. https://doi.org/https://doi.org/10.1108/SHR-07-2018-0051
- Van Maanen, J., Sørensen, J. B., & Mitchell, T. R. (2007). The interplay between theory and method. Academy of Management Review, 32(4), 1145–1154. https://doi.org/https://doi.org/10.5465/amr.2007.26586080
- Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person–organisation fit and work attitudes. Journal of Vocational Behavior, 63(3), 473–489. https://doi.org/https://doi.org/10.1016/S0001-8791(02)00036-2
- Warhurst, C., & Nickson, D. (2007). Employee experience of aesthetic labour in retail and hospitality. Work, Employment and Society, 21(1), 103–120. https://doi.org/https://doi.org/10.1177/0950017007073622
- Whetten, D. A. (1989). What constitutes a theoretical contribution? Academy of Management Review, 14(4), 490–495. https://doi.org/https://doi.org/10.5465/amr.1989.4308371
- Whiteside, E. (2019). How AI and machine learning enhance personalised learning in the workplace. Retrieved February 23, 2020, from https://elearningindustry.com/ai-machine-enhance-personalized-learning-workplace
- Yin, R. (2003). Case study research: Design and methods (3rd ed.). Sage.