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Journal of Advanced Research in Social Sciences and Humanities
Published by Universitas Achmad Yani Banjarmasin
ISSN : 25977040     EISSN : 25798480     DOI : -
Core Subject : Humanities, Science, Education, Social,
Humanities Education Languange, Linguistic, Communication & Media Physics Social Sciences
Journal of Advanced Research in Social Sciences and Humanities (JARSSH) is a reputed international outlet that encourages research based on multidisciplinary and interdisciplinary cross-fertilization of ideas related to humanities and social sciences. JARSSH thrives on supporting authentic research work, theoretical development, spreading awareness of the fundamental social process, and different innovations introduced from time to time in social sciences and humanities.
Arjuna Subject : Ilmu Sosial - Ilmu Sosial (Lain-Lain)
Articles 252 Documents
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Sustainable AI-HRM Practices and Employee Well-being: The Moderating Role of Perceived Organizational Support Muhammad Qasim Musarrat; Muhammad Ahmad-ur-Rehman
Journal of Advanced Research in Social Sciences and Humanities Volume 11, Issue 3, September 2026
Publisher : Journal of Advanced Research in Social Sciences and Humanities

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26500/JARSSH-11-2026-0302

Abstract

Aim: This study aims to examine the impacts of AI-HRM on Employee Well-Being (EWB) and Sustainable Performance (SP) in companies operating in the context of developing countries such as Pakistan. Also, the study will evaluate the role of perceived Organizational Support (POS) as moderator to enhancing the positive effects of sustainable HRM practices.Methodology: To avoid the Common Method Bias (CMB) in this study, the authors used the three-wave longitudinal research design. Data were collected in different time periods using a time interval of one month between the waves (T1: January 2026; T2: February 2026; T3: March 2026). The final sample was of 400 SME owners, founders and senior managers from the startups that obtained the necessary information through Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS 3.0 softwareFindings: Research outcomes reveal that the implementation of AI-based HRM results in a significant negative direct influence on the employees’ well-being ( = -0.156, p = 0.012) as well as on sustainable performance ( = 0.207, p = 0.017). Meanwhile, the sustainable HRM practices yield a significant positive direct influence on both employee well-being ( = 0.435, p = 0.000) and sustainable performance ( = 0.300, p = 0.000). The POS moderation analysis provide evidence that the negative effects of AI HRM to be mitigated while boosting the positive effect of sustainable HRM practices. The model also explains 71% of the variance in employee well-being and 46% of the variance in sustainable performance.Implications/Novel Contribution: The study shows that business executives from the developing nations should be careful not to use AI tools independently. In order to combat potential employee burnout and declining performance, it is necessary that managers increase their company’s POS level through transparent communication, providing digital training for employees, and incorporating sustainable HR practices, such as providing protective mechanisms from excessive workloads, maintaining employees’ health, and ethical governance. Based on Social Exchange Theory (SET) and the Sustainable HRM Framework, this paper provides unique theoretical and practical contributions related to the heterogeneous impact of digitalized HR. By demonstrating POS as both an impediment to stress caused by AI and a facilitator of sustainability, this research fills a significant gap in the literature on digital HR development in developing countries.
The Impact of Socially Responsible HRM Practices on Employee Psychological Well-Being and Cognitive Load: The Moderating Role of Socioeconomic Status ON Chee Hoong
Journal of Advanced Research in Social Sciences and Humanities Volume 11, Issue 3, September 2026
Publisher : Journal of Advanced Research in Social Sciences and Humanities

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26500/JARSSH-11-2026-0303

Abstract

Aim: Drawing on an integrated framework of Cognitive Load Theory (CLT) and Conservation of Resources (COR) theory, this study investigates the influence of socially responsible human resource management (SRHRM) on the employee outcomes, such as cognitive load and psychological well-being.Methodology: The quantitative three-wave survey containing the data of manufacturing personnel (N = 355) was analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS, to examine the direct path coefficients and conditional interactional aspects for the interpretation of resultsFindings: The empirical findings show that although SRHRM increases cognitive load but at the same time it results in the decrease of psychological well-being as a consequence of the risen cognitive friction and resource depletion that come with processing the complexity of social performance metrics and multitude of interests of stakeholders. Most importantly, individual Socio-Economic Status (SES) was shown a moderating effect.Implications/Novel Contribution: The current study furthers the body of work in organizational behavior by challenging the Universalist "additive" paradigm of applying normative HR techniques and elucidating the darker side of these same HR practices. Finally, it provides managers at various production facilities with concrete recommendations for creating effective SRHRM policies that take limited resources of employees into account.

Page 26 of 26 | Total Record : 252

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