The effect of AI-enabled HRM dimensions on employee engagement and sustainable organisational performance: fusion skills as a moderator
Evidence-based HRM, ISSN: 2049-3991, Vol: 13, Issue: 1, Page: 85-107
2025
- 2Citations
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Example: if you select the 1-year option for an article published in 2019 and a metric category shows 90%, that means that the article or review is performing better than 90% of the other articles/reviews published in that journal in 2019. If you select the 3-year option for the same article published in 2019 and the metric category shows 90%, that means that the article or review is performing better than 90% of the other articles/reviews published in that journal in 2019, 2018 and 2017.
Citation Benchmarking is provided by Scopus and SciVal and is different from the metrics context provided by PlumX Metrics.
Article Description
Purpose: This paper examines and empirically validates the artificial intelligence-enabled human resource management (AI-enabled HRM) dimensions and sustainable organisational performance (SOP) relationship. It also examines the mediation and moderation of employee engagement (EE) and fusion skills (FS). Design/methodology/approach: The indirect effects of AI-enabled HRM dimensions on SOP were found using structural equation modelling (SEM), bootstrapping and FS’s moderation effect by AMOS 22. Findings: Results showed that AI-enabled HRM dimensions indirectly affected SOP through EE as a full and partial mediator with no moderation effects of FS. Originality/value: This is the first study to link AI-enabled HRM dimensions, EE and SOP and determine how FS moderates EE and SOP.
Bibliographic Details
http://www.scopus.com/inward/record.url?partnerID=HzOxMe3b&scp=85192175468&origin=inward; http://dx.doi.org/10.1108/ebhrm-02-2023-0038; https://www.emerald.com/insight/content/doi/10.1108/EBHRM-02-2023-0038/full/html; https://dx.doi.org/10.1108/ebhrm-02-2023-0038; https://www.emerald.com/insight/content/doi/10.1108/ebhrm-02-2023-0038/full/html
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