Purpose: Research has been conducted to investigate the factors that influence career indecision. This study attempted to synthesize empirical research on career indecision to (1) find the common determinants over the last two decades and (2) find the factors/areas that need to be addressed for future research on career indecision.Design/methodology/approach: This study used the systematic literature review (SLR) methodology and the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Following the predetermined inclusion criteria, 118 articles from the Scopus database were included for review.Findings: From this research, the authors found four main determinants for career indecision, namely (1) career-related decision-making difficulties, (2) adolescent differences, (3) individual and situational career decision-making profiles (CDMPs) and (4) level of individual readiness for career choice, which have been researched in the last two decades. Additionally, eight factors/areas were found to be addressed in future research on career indecision which include those four common determinants, the other three determinants, namely (1) individual differences, (2) contextual/environmental factors, (3) social factors, and one outcome, subjective well-being.Research limitations/implications: The study had limitations in conducting this research, and the findings of the study provide some theoretical and future research implications.Practical implications: The seven determinants and the only outcome provide some implications for practitioners and policymakers.Originality/value: The study found seven determinants and one outcome of career indecision derived from empirical studies conducted during 2000–2021.

Purpose: Even though researchers have discussed gender stereotype change, only a few studies have specifically projected outcomes or consequences. Hence, the main purpose of this study is to examine the impact of gender stereotype change concerning the different outcomes.Design/methodology/approach: In achieving the purpose, the authors searched and reviewed current empirical knowledge on the outcomes of gender stereotype change in the Scopus and EBSCOhost databases from 1970 to 2020. The entire process was conducted through a systematic literature review methodology. The article selection criteria were executed using the PRISMA article selection flowchart steps, and 15 articles were included for the review.Findings: The findings reveal that the outcomes from gender stereotype change research can be categorized mainly under the themes of “family and children,” “marriage” and “equality and women's employment.”Research limitations/implications: The co-occurrence network visualization map reveals gaps in the existing literature. There may be more possible outcomes relating to the current realities, and more cross-cultural research is needed.Practical implications: These outcomes provide some implications for policymakers.Originality/value: Even though researchers have discussed gender stereotype change on its various outcomes or consequences, research is less. Hence, this study provides a synthesis of consequences and addresses the gaps in the area.

The COVID-19 outbreak resulted in protracted lockdowns, causing businesses to reconsider keeping their operations running smoothly without interruption. Employee engagement has played a critical role in achieving this. This research aimed to see what strategies business organizations use to keep their employees significantly engaged during the pandemic. A systematic review of empirical studies conducted between 2020 and 2022 is synthesized. The review revealed that offering mental relief care and resilience were the most preferred approaches to enhance employee engagement. Competency building, demonstrating employee empathy, and directing expectations helped in job engagement. The review offers insight and implications for organizations and policymakers on strategizing engagement policies and maintaining the well-being of their employees in tough times. Finally, the review established a call for future research agenda.

Purpose: The disruptive human resource management (HRM) technologies are now considered a significant facilitator to change and benefit the entire HRM landscape. This view needs to be further verified by reviewing the knowledge on the subject in the empirical research landscape. Thus, the study's objectives were to find (1) the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies.Design/methodology/approach: The article is a literature review that was followed by the systematic literature review and the preferred reporting items for systematic reviews and meta-analyses (PRISMA). The review considered 45 articles published during the 2008–2021 period extracted from the Scopus database, and bibliometric analysis was performed to achieve the research objectives.Findings: The results found that scholarly attention has been given to electronic HRM (E-HRM) rather than the disruptive HRM technologies. The areas investigated include the determinants of intention, adoptions and use of E-HRM and the outcomes of E-HRM adoptions and use. These outcomes can be further divided into general outcomes and HRM outcomes.Research limitations/implications: The findings reveal gaps in E-HRM research and disruptive HRM technologies remain untapped in the empirical research landscape. Hence, the study findings provide some implications for future research and applications.Originality/value: The study found empirically proven determinants of E-HRM intention, adoptions and use and E-HRM adoptions and use outcomes. These were found in the studies conducted during the 2008–2021 period.

Purpose: Disruptive technologies for human resource management (HRM) lack evidence about synthesizing its antecedents and outcomes in the empirical research landscape. This review study was conducted addressing two objectives: (1) to identify the themes of HRM technology empirically researched and (2) to develop a conceptual framework for the antecedents and outcomes of disruptive technologies for HRM.Design/methodology/approach: This article was positioned as a literature review based on the systematic literature review (SLR) methodology. Seventeen articles published between 2000 and 2020 were included for the review from Scopus and LENS.ORG databases. The article screening, inclusion and analysis and findings reporting were based on the preferred reporting items for systematic reviews and meta-analyses (PRISMA).Findings: In addressing the first objective, the review found that the electronic human resource management (E-HRM) intention and communication technology support impact E-HRM adoption, resulting in many outcomes. The outcomes include HRM service quality, organizational effectiveness, employee productivity and competitive advantage. In addressing the study's second objective, a conceptual framework was developed based on the gaps identified regarding the determinants and positive outcomes of disruptive technologies for HRM. Thus, the conceptual framework was presented from two perspectives. The perspectives were deduced with review results and theoretical grounds.Research limitations/implications: The findings related to the two objectives provide theoretical and practical implications. One significant practical implication is that action and work-based learning of managers and employees in organizations may suggest adopting disruptive technologies for HRM. Thus future studies can focus on them as determinants of adopting disruptive technologies for HRM to conduct empirical tests. Besides, the findings provide some other future research directions.Originality/value: The study found empirically proven determinants of E-HRM intention and communication technology support impact E-HRM adoption, which results in many positive outcomes. These were synthesized based on the studies conducted during the period 2000–2020. This synthesis and theoretical grounding deduced a conceptual framework for determinants and outcomes of disruptive technologies for HRM.

This study synthesizes the empirical research on Work From Home (WFH) during COVID-19 from 2020 to 2022. The study addressed two objectives; (1) to find the common WFH practices during the COVID-19 2020–2022 period and (2) to find the areas that are not common in WFH practices in the research landscape during COVID-19 in 2020–2022 and (3) the areas that need attention in future research on WFH practices. A Systematic Literature Review (SLR) methodology and Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were used to address these objectives. Following a predetermined article selection criteria, 108 articles were included from Scopus for the review. The study addressed the first objective and found five areas of outcomes which are; (1) Work attitudinal outcomes and means for WFH, (2) Gender-related outcomes, (3) Leadership challenges and mental health outcomes, (4) Work-related outcomes, and (5) Mobility-related outcomes. Addressing the second objective, we have seven areas for future research, including the five outcomes related to the first objective and (1) Determinants and (2) Occupational health outcomes of WFH, which were found in addressing the second objective. Moreover, research implications for practicality and future researchers are also provided.