[
Agrawal, A., Gans, J., & Goldfarb, A. (2017). What to expect from artificial intelligence. MIT Sloan Management Review, 58(3), 23-26. http://mitsmr.com/2jZdf1Y
]Search in Google Scholar
[
Aguinis, H. (2022). Performance management (5th ed.). Chicago Business Press.https://tuannguhanhson.com/uploads/download/2019_10/herman_aguinis_performance_managementz-lib.org.pdf
]Search in Google Scholar
[
Aguinis, H., & Glavas, A. (2012). What We Know and Don’t Know About Corporate Social Responsibility: A Review and Research Agenda. Journal of Management, 38(4), 932-968. https://doi.org/10.1177/0149206311436079
]Search in Google Scholar
[
Amabile, T. M. (2018). Creativity in context: Update to the social psychology of creativity. Routledge.
]Search in Google Scholar
[
Amabile, T.M. (1996). Creativity In Context: Update To the Social Psychology Of Creativity (1st ed.). Routledge. https://doi.org/10.4324/9780429501234
]Search in Google Scholar
[
Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970–988. https://doi.org/10.5465/AMJ.2010.54533176
]Search in Google Scholar
[
Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
]Search in Google Scholar
[
Balasubramanian, N., Ye, Y., & Xu, M. (2020). Substituting Human Decision-Making with Machine Learning: Implications for Organizational Learning. Academy of Management Review, 47(3), 448–465. https://doi.org/10.5465/amr.2019.0470
]Search in Google Scholar
[
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120. https://doi.org/10.1177/014920639101700108
]Search in Google Scholar
[
Barrett, P. (2007). Structural equation modelling: Adjudging model fit. Personality and Individual Differences, 42(5), 815–824. https://doi.org/10.1016/j.paid.2006.09.018
]Search in Google Scholar
[
BCG. (2023). The future of work in India’s IT sector. Boston Consulting Group. https://web-assets.bcg.com/8c/b7/35b5c1ca4948990d8866c707cda1/bcg-nasscom-future-of-work-report.pdf
]Search in Google Scholar
[
Bekiros, S. (2024). A Hypergame Model of Conflict Cusp Helix for Noncooperative Boundedly Rational Multi-Polar Actors Using Deep Adversarial Reinforcement Learning and Misperception Information Strategies. ECONOMICS - Innovative and Economics Research Journal, 13(3). https://doi.org/10.2478/eoik-2025-0010
]Search in Google Scholar
[
Bentler, P. M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107(2), 238–246. https://doi.org/10.1037/0033-2909.107.2.238
]Search in Google Scholar
[
Black, J. S., & van Esch, P. (2020). AI-enabled recruiting: What is it, and how should a manager use it? Business Horizons, 63(2), 215–226. https://doi.org/10.1016/j.bushor.2019.12.001
]Search in Google Scholar
[
Blau, P. M. (2017). Exchange and power in social life. In Routledge eBooks. https://doi.org/10.4324/9780203792643
]Search in Google Scholar
[
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. Sociological Methods & Research, 21(2), 230–258. https://doi.org/10.1177/0049124192021002005
]Search in Google Scholar
[
Budhwar, P., Malik, A., De Silva, M. T. T., & Thevisuthan, P. (2022). Artificial intelligence – challenges and opportunities for international HRM: a review and research agenda. The International Journal of Human Resource Management, 33(6), 1065–1097. https://doi.org/10.1080/09585192.2022.2035161
]Search in Google Scholar
[
Byrne, B. M. (2016). Structural equation modeling with AMOS: Basic concepts, applications, and programming (3rd ed.). Routledge. https://doi.org/10.4324/9781315757421
]Search in Google Scholar
[
Cappelli, P., & Tavis, A. (2022). HR goes agile. Harvard Business Review, 96(2), 46–52. https://hbr.org/2018/03/hr-goes-agile
]Search in Google Scholar
[
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874–900. https://doi.org/10.1177/0149206305279602
]Search in Google Scholar
[
De Prins, Peggy & Van Beirendonck, Lou & Vos, Ans & Segers, Jesse. (2014). Sustainable HRM: Bridging theory and practice through the ‘Respect Openness Continuity (ROC)’-model. Management revue. 25. 263-284. https://doi.org/10.1688/mrev-2014-04-Prins
]Search in Google Scholar
[
Deloitte. (2023). Global human capital trends 2023: The rise of the social enterprise. Deloitte Insights. https://www.deloitte.com/us/en/insights/topics/talent/human-capital-trends/2023.html
]Search in Google Scholar
[
Diamantopoulos, A., & Siguaw, J. A. (2000). Introducing LISREL. London: Sage Publications. https://doi.org/10.4135/9781849209359
]Search in Google Scholar
[
Dillman, D. A., Smyth, J. D., & Christian, L. M. (2014). Internet, Phone, Mail, and Mixed-Mode Surveys: The Tailored Design Method, 4th Edition. (n.d.). Wiley.com. https://www.wiley.com/en-fr/Internet%2C+Phone%2C+Mail%2C+and+Mixed-Mode+Surveys%3A+The+Tailored+Design+-Method%2C+4th+Edition-p-9781118456149
]Search in Google Scholar
[
Dutta, D., Mishra, S. K., & Tyagi, D. (2022). Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: a field study. The International Journal of Human Resource Management, 34(12), 2451–2480. https://doi.org/10.1080/09585192.2022.2085525
]Search in Google Scholar
[
Grover P., Kar A. K., Dwivedi Y. K. (2022). Understanding artificial intelligence adoption in operations management: Insights from the review of academic literature and social media discussions. Annals of Operations Research, 308(1–2), 177–213. https://doi.org/10.1007/s10479-020-03683-9
]Search in Google Scholar
[
Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2015). Reporting on sustainability and HRM: a comparative study of sustainability reporting practices by the world’s largest companies. The International Journal of Human Resource Management, 27(1), 88–108. https://doi.org/10.1080/09585192.2015.1024157
]Search in Google Scholar
[
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104
]Search in Google Scholar
[
Garg, S., & Fulmer, I. (2017). Ideal or an ordeal for organizations? The spectrum of co-worker reactions to idiosyncratic deals. Organizational Psychology Review, 7(4), 281-305. https://doi.org/10.1177/2041386617733136 (Original work published 2017)
]Search in Google Scholar
[
Gefen, D., Straub, D., & Boudreau, M.-C. (2000). Structural equation modeling and regression: Guidelines for research practice. Communications of the AIS, 4(7), 1–77. https://doi.org/10.17705/1CAIS.00407
]Search in Google Scholar
[
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate data analysis (8th ed.). Cengage. https://eli.johogo.com/Class/CCU/SEM/_Multivariate%20Data%20Analysis_Hair.pdf
]Search in Google Scholar
[
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE. https://uk.sagepub.com/en-gb/eur/a-primer-on-partial-least-squares-structural-equation-modeling-pls-sem/book270548
]Search in Google Scholar
[
Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis (2nd ed.). Guilford Press. https://www.guilford.com/books/Introduction-to-Mediation-Moderation-and-Conditional-Process-Analysis/Andrew-Hayes/9781462549030?srsltid=AfmBOor4tp3aZ7vCkld-5ClI9oUEGOfHqTAsiq9JnQ2vob7XWNI-6QQO
]Search in Google Scholar
[
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
]Search in Google Scholar
[
Hornung, S., Rousseau, D. M., Weigl, M., Muller, A., & Glaser, J. (2014). Redesigning Work through Idiosyncratic Deals. European Journal of Work and Organizational Psychology, 23, 608-626. https://doi.org/10.1080/1359432X.2012.740171
]Search in Google Scholar
[
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
]Search in Google Scholar
[
Jackson, Susan & Renwick, Douglas & Jabbour, Charbel & Muller-Camen, Michael. (2011). State-ofthe-Art and Future Directions for Green Human Resource Management: Introduction to the Special Issue. Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management. 25. 99-116. https://doi.org/10.1177/239700221102500203
]Search in Google Scholar
[
Jia, L., & Hou, Y. (2024). AI-powered training and employee creativity: The mediating role of skill mastery. Human Resource Management, 63(1), 89–105. https://doi.org/10.1002/hrm.22145
]Search in Google Scholar
[
Kenny, D. A., Kaniskan, B., & McCoach, D. B. (2015). The performance of RMSEA in models with small degrees of freedom. Sociological Methods & Research, 44(3), 486–507. https://doi.org/10.1177/0049124114543236
]Search in Google Scholar
[
Kline, R. B. (2023). Structural equation modeling in neuropsychology research. In G. G. Brown, B. Crosson, K. Y. Haaland, & T. Z. King (Eds.), APA handbook of neuropsychology: Neuroscience and neuro-methods, 681–698. American Psychological Association. https://doi.org/10.1037/0000308-034
]Search in Google Scholar
[
Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration, 11(4), 1–10. https://doi.org/10.4018/ijec.2015100101
]Search in Google Scholar
[
Kramar, R. (2022). Sustainable human resource management: six defining characteristics. Asia Pacific Journal of Human Resources, 60(1), 146–170. https://doi.org/10.1111/1744-7941.12321
]Search in Google Scholar
[
MacCallum, R. C., Browne, M. W., & Sugawara, H. M. (1996). Power analysis and determination of sample size for covariance structure modeling. Psychological Methods, 1(2), 130–149. https://doi.org/10.1037/1082-989X.1.2.130
]Search in Google Scholar
[
Malik, A., De Silva, M. T. T., Budhwar, P., & Srikanth, N. R. (2021). Elevating talents’ experience through innovative artificial intelligence-mediated knowledge sharing: Evidence from an IT-multinational enterprise. Journal of International Management, 27(4), 100871. https://doi.org/10.1016/j.intman.2021.100871
]Search in Google Scholar
[
Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR analytics. International Journal of Human Resource Management, 28(1), 3–26. https://doi.org/10.1080/09585192.2016.1244699
]Search in Google Scholar
[
Marmad, T., & Ritahi, O. (2025). Spatial Modeling of the Impact of Human and Public Capital on Employment Convergence Between Regions in Morocco: Time Period From 2010 To 2023. ECONOMICS - Innovative and Economics Research Journal, 13(2), 5–24. https://doi.org/10.2478/eoik-2025-0028
]Search in Google Scholar
[
Marsh, C. J. (2004). Key Concepts for Understanding Curriculum. London: Falmer Press. https://doi.org/10.4324/9780203326893
]Search in Google Scholar
[
McKinsey. (2022). The future of work in India: Seizing the AI opportunity. McKinsey Global Institute. https://www.mckinsey.com/featured-insights/future-of-work
]Search in Google Scholar
[
Nader AlOqaily, A., Farid Qawasmeh, E., & Tawalbeh, J. (2025). The Effect of Implementing AI on Job Burn-out Through the Mediating Role of Work-Life Balance in the Context of HRM. ECONOMICS - Innovative and Economics Research Journal, 13(2), 465–484. https://doi.org/10.2478/eoik-2025-0049
]Search in Google Scholar
[
NASSCOM. (2023). Strategic review of India’s IT industry: Navigating digital transformation. NASSCOM. https://nasscom.in/knowledge-center/publications/technology-sector-india-2023-strategic-review
]Search in Google Scholar
[
Peterson, R. A., & Kim, Y. (2013). On the relationship between coefficient alpha and composite reliability. Journal of Applied Psychology, 98(1), 194–198. https://doi.org/10.1037/a0030767
]Search in Google Scholar
[
Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on controlling it. Annual Review of Psychology, 63, 539–569. https://doi.org/10.1146/annurev-psych-120710-100452
]Search in Google Scholar
[
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879–891. https://doi.org/10.3758/BRM.40.3.879
]Search in Google Scholar
[
PwC India. (2022). India’s IT talent landscape: Challenges and opportunities. PwC India. https://www.pwc.in/assets/pdfs/hopes-and-fears/india-workforcehopes-and-fearssurvey-2022.pdf
]Search in Google Scholar
[
Ren, Zhengyu & Hussain, Rana. (2022). A mediated–moderated model for green human resource management: An employee perspective. Frontiers in Environmental Science. 10. https://doi.org/10.3389/fenvs.2022.973692
]Search in Google Scholar
[
Renwick, Douglas & Redman, Tom & Maguire, Stuart. (2012). Green Human Resource Management: A Review and Research Agenda. International Journal of Management Reviews. 15. https://doi.org/10.1111/j.1468-2370.2011.00328.x
]Search in Google Scholar
[
Ringle, C. M., Wende, S., & Becker, J.-M. (2020). SmartPLS 3. SmartPLS GmbH. Ringle, C.M., Wende, S. and Becker, J.M. (2015) SmartPLS 3. SmartPLS GmbH, Boenningstedt. http://www.smartpls.com
]Search in Google Scholar
[
Rousseau, D. M. (2005). I-deals: Idiosyncratic deals that employees bargain for themselves. M.E. Sharpe. https://www.routledge.com/I-deals-Idiosyncratic-Deals-Employees-Bargain-for-Themselves/Rousseau/p/book/9780765610430?srsltid=AfmBOoqcRKuaZenjYKOQz6cOtDPOVI-yrRSjx2FUx2ASjKuWk74ansV_n
]Search in Google Scholar
[
Sarstedt, M., Hair, J. F., & Ringle, C. M. (2022). Partial least squares structural equation modeling. Handbook of Market Research, 1(1), 1–47. https://doi.org/10.1007/978-3-319-05542-8_15-2
]Search in Google Scholar
[
Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job demands-resources model: Implications for improving work and health. In G. F. Bauer & O. Hämmig (Eds.), Bridging occupational, organizational and public health: A transdisciplinary approach (pp. 43–68). Springer Science + Business Media. https://doi.org/10.1007/978-94-007-5640-3_4
]Search in Google Scholar
[
Schermelleh-Engel, K., Moosbrugger, H., & Müller, H. (2003). Evaluating the Fit of Structural Equation Models: Tests of Significance and Descriptive Goodness-of-Fit Measures. Methods of Psychological Research, 8(2), 23–74. https://www.stats.ox.ac.uk/~snijders/mpr_Schermelleh.pdf
]Search in Google Scholar
[
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442–1465. https://doi.org/10.2307/256865
]Search in Google Scholar
[
Strohmeier, Stefan. (2020). Digital human resource management: A conceptual clarification. German Journal of Human Resource Management: Zeitschrift für Personalforschung. 34. 239700222092113. https://doi.org/10.1177/2397002220921131
]Search in Google Scholar
[
Tambe, P., Cappelli, P., & Yakubovich, V. (2019). Artificial Intelligence in Human Resources Management: Challenges and a Path Forward. California Management Review, 61, 15-42. https://doi.org/10.1177/0008125619867910
]Search in Google Scholar
[
Ulrich, D., & Dulebohn, J. H. (2015). The future of HR: Rethinking capabilities and roles. Human Resource Management Review, 25(2), 95–101. https://doi.org/10.1016/j.hrmr.2015.01.002
]Search in Google Scholar
[
Villajos, E., Tordera, N., & Peiró, J. M. (2019). HRM systems and employee affective commitment: The role of I-deals. Personnel Review, 48(3), 839–856. https://doi.org/10.1108/PR-03-2018-0094
]Search in Google Scholar
[
Wernerfelt, B. (1984). A resource-based view of the firm. Strategic Management Journal, 5(2), 171–180. https://doi.org/10.1002/smj.4250050207
]Search in Google Scholar
[
Zhang, X., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107–128. https://doi.org/10.5465/amj.2010.48037118
]Search in Google Scholar
[
Zhou, J., & Hoever, I. J. (2023). Understanding the dynamic interplay between actor and context for creativity: Progress and desirable directions. Annual Review of Organizational Psychology and Organizational Behavior, 10, 109–135. https://doi.org/10.1146/annurev-orgpsych-120920-055457
]Search in Google Scholar
