Siinviidatud vabalevis olev tekst leidis oma koha, sest (1) tegeleb inimeste juhtimise küsimusega tehnoloogiate vaheletrügimist uurides ja (2) pakub kirjandusülevaatena hea võimaluse nii tudengitele kirjandusülevaate kirjutamisel ideede ammutamiseks, uurijatel inimestejuhtimise mõtestamiseks ja uudistajatele teemasse sisselugemisel.

Kontekstiks sellest, kuidas ühed tehnoloogiad asenduvad teistega:

“Disruptive technologies involve continuously creating new technologies (Aghion and Howitt, 1990)byconstantlydestroyingexistingones(Buhalis et al.,2019; Rodriguez, 2016). Current disruptive technologies include Artificial Intelligence (AI), Robotics, Internet of Things (IoT), Autonomous Vehicles, 3D Printing, Nanotechnology, Biotechnology, Materials Science, Energy Storage and Quantum Computing (Schwab, 2016). These are treated as powerful driving forces for business activities (Gupta and Saxena, 2012), and they have significantly changed the ways of doing business.” (Priyashantha et al., 2022, p. 1)

Valdkondlikud erisused:

“Disruptive technologies are now incorporated into a variety of concepts. Disruptive human resources management (HRM) technologies are the disruptive technologies embedded in HRM (Gupta and Saxena, 2012).” (Priyashantha et al., 2022, p. 2)

Autorid sõnastava eesmärgid:

“Therefore, the objectives of this research were to find (1) the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies.” (Priyashantha et al., 2022, p. 2)

Andmeallikad:

“This research looked at 45 studies conducted by 100 authors in 27 countries. They have been published in 36 journals. The average number of citations each article obtained was 10.4. There were 171 keywords and 2,400 references in total.” (Priyashantha et al., 2022, p. 5)

Lugemishuvi suurendamiseks:

“However, almost all the components of disruptive HRM technologies (cloud computing, big data/data analytics, mobile technologies, and the IoT) remain untouched for empirical research except for social media. Even though we found the application of social media influence for recruitment, the finding is not enough for established knowledge.” (Priyashantha et al., 2022, p. 14)

Priyashantha, K. G., De Alwis, A. C., & Welmilla, I. (2022). Disruptive human resource management technologies: A systematic literature review. European Journal of Management and Business Economics, ahead-of-print(ahead-of-print). https://doi.org/10.1108/EJMBE-01-2022-0018