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澳门太阳集团城网址5卓越学术讲坛2022年第二十三期暨数据科学系列讲座第4讲
发布日期 :2022-12-01

讲座题目:Big data and human resource management research: An integrative review and new directions for future research

  

主 讲 人:张昱城

  

讲座时间:2022年12月3日(周六)19:30

  

腾讯会议:会议号929-203-333

  

主讲人介绍:

张昱城,河北工业大学经济与管理学院教授、博士生导师,天津市131工程人才,河北省333工程人才、“百优”创新人才,元光学者。担任BEER (JCR一区,影响因子5.591),JBE (FT50期刊,JCR一区,影响因子6.331),JVB (JCR一区,SSCI影响因子12.082)等期刊编委,主持国自科面上、青年项目,教育部人文社科以及河北省自科项目等课题,曾获河北省社科优秀成果奖、AOM最佳论文奖。研究领域为管理学中的重复性研究,辱虐管理、家庭友好型人力资源实践、管理学大数据、多层分析模型,元分析方法等,在JAP、JOM、JBE、JVB、《管理世界》等国内外顶级管理学期刊发表论文40余篇,其中包括多篇ESI前1%高引论文。由于在学术方面取得的成果,张教授也受聘于国家发改委等各个政企单位担任高级顾问。

  

讲座摘要:

The lack of sufficient big data-based approaches impedes the development of human resource management (HRM) research and practices. Although scholars have realized the importance of applying a big data approach to HRM research, clear guidance is lacking regarding how to integrate the two. Using a clustering algorithm based on the big data research paradigm, we first conduct a bibliometric review to quantitatively assess and scientifically map the evolution of the current big data HRM literature. Based on this systematic review, we propose a general theoretical framework described as “Inductive (Prediction paradigm: Data mining/Theory building) vs. Deductive (Explanation paradigm: Theory testing)”. In this framework, we discuss potential research questions, their corresponding levels of analysis, relevant methods, data sources and software. We then summarize the general procedures for conducting big data research within HRM research. Finally, we propose a future agenda for applying big data approaches to HRM research and identify five promising HRM research topics at the micro, meso and macro levels along with three challenges and limitations that HRM scholars may face in the era of big data.

  

  

  

上一篇:澳门太阳集团城网址5卓越学术讲坛2022年第二十四期暨数据科学系列讲座第5讲 下一篇:澳门太阳集团城网址5卓越学术讲坛2022年第二十二期暨数据科学系列讲座第3讲

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