Purpose: The purpose of this paper is to evaluate the diffusion patterns of eight information technologies that are transforming HR service‐delivery in North America and Europe: HR functional applications, integrated HR suites, IVR systems, HR intranets, employee and manager self‐service applications, HR extranets, and HR portals. Little is known about the diffusion process for these innovations within or across countries despite mounting professional and academic interest in their proliferation.Design/methodology/approach: The paper shows that external‐, internal‐, and mixed‐influence models were applied to the HRIT‐adoption decisions of a cross‐sectional sample of US, Canadian, UK and Irish firms. Parameter estimation was guided by nonlinear regression procedures with starting values for p and q set at levels similar to those reported in prior IT‐diffusion studies. Senior HR executives provided the underlying data by means of a dynamically branching, web‐based survey.Findings: The paper finds that overall diffusion was best characterized as an outgrowth of internal influences, fueled primarily by contacts among members in the social system of potential adopters. Similar results were obtained when controls were introduced for national setting, targeted end‐user, and technology type.Research limitations/implications: The paper shows that future investigations would benefit from higher response rates outside of North America and the utilization of smaller time intervals to identify when each application was acquired.Practical implications: In the paper the modest correlation between the number of acquired ITs and HR‐transaction automation supports the general call for more formalized HR‐technology strategies at the firm‐level to coordinate purchasing and implementation decisions.Originality/value: In addition to reviewing the extant literature on HR information systems, this paper presents the first empirical study of the diffusion process for HR software applications within and across countries.

Purpose – Using information and communication technologies to deliver human resource services (also known as e-HRM) has become an important strategy for firms seeking to achieve a competitive advantage. A case-based study was carried out with the purpose of investigating how four of the most competitive Mexican firms are implementing their e-HRM strategy. Design/methodology/approach – Literature from e-HRM and human resource management in Latin America is reviewed and integrated. Four case studies developed in Mexican firms are depicted. Findings – Evidence suggests that, to fully understand the way e-HRM is used in firms from emerging economies, it is important to take into consideration local idiosyncrasies. Originality/value – This study integrates Latin American dimensions of HR management in the study of e-HRM, a budding research stream that is under-investigated in emerging countries.

Purpose: We reviewed the scholarly literature that examines the role of sustainable practices for employee health and the environment. The study also examined the negative impact of the workplace on the wellbeing of employees and its indirect effect on Sustainable Development Goals (SDGs). Design/methodology/approach: This was a literature review with data from the Scopus scholarly database. We found 65 results from 2008 to 2022. After eliminating duplicates and other search fields, we were left with 30 final documents. Findings: The study provided evidence that sustainable practices in the workplace increase the wellbeing of employees and reduce pollution in the environment, while also benefiting company viability. Research limitations/implications: Using other database sources besides Scopus and Web of Science could yield additional results. Practical implications: The study highlighted the need for organizations to develop sustainable HRM practices to minimize the negative effects on employee wellbeing and capitalize on the savings that are generated through sustainable initiatives. This finding could contribute to better corporate practices and the further development of research in this field. Originality/value: The HRM literature revealed the importance of having employee wellbeing practices which increase work productivity and engagement. This also empirically proved the positive impact of companies that implement sustainable HRM practices. This research provided a theoretical model that depicts the interrelation between corporate viability, employee wellbeing, and sustainable human resource management.

The aim of this study was to analyze Human Resource Professionals’ reflections on the prevention of and intervention in workplace bullying across different countries. More specifically, the study sought to identify what actions were, in the experience of human resource professionals, best to prevent and intervene in bullying and uncover organizations’ motives for engaging in such work. The study was conducted through semi-structured interviews (n = 214) in 14 different countries/regions, representing all continents and all GLOBE cultural clusters. Qualitative content analysis was performed to analyze the material. The findings indicate that bullying was largely conceptualized as a productivity and cost issue, and that was largely driving efforts to counter bullying. Training and policies were highlighted as preferred means to prevent bullying across countries. In contrast, there were large national differences in terms of preferences for either disciplinary or reconciliatory approaches to intervene in bullying. This study advances our understanding of what human resource professionals consider preferred ways of managing workplace bullying, and adds to our understanding of cross-national differences and similarities in views of this phenomenon. As such, the results are of relevance to both practitioners and scholars.

Purpose: The purpose of this paper is to examine career‐life issues of successful women in the Americas.Design/methodology/approach: A total of 30 interviews were conducted with successful women in Canada, Argentina and Mexico. Themes were pulled from the interview transcripts for each country, analyzed and then compared across countries, looking at universalities and differences of experiences.Findings: The women in all three countries conveyed more subjective measures of career success, such as contributing to society and learning in their work, with Canada and Mexico particularly emphasizing receiving recognition as a hallmark of career success.Practical implications: This research provides insight into the experiences of successful women in the Americas, which can inform the career development of women in business.Originality/value: This research contributes to the literature on women's careers, highlighting successful women's experiences across cultures and in an under‐researched area: Latin America.