Investigating the evolution of gender’s role in work-life discourse: Bibliometric and visualization analysis

For almost three decades, the issue of work-life interface of employees has been considered by researchers in this field. With the wider presence of women in professional activities, the issue of gender and its role in work-life interface is becoming more important and the number of research in this field is increasing. The purpose of this article is to provide a systematic review of research conducted in this field and to examine their evolution. Accordingly, studies in the field of work-life interface with emphasis on the role of gender, from the beginning until now (1991 to 2021) were extracted from the Web of Science database and analyzed using VOS Viewer software. The results were presented in two main sections. First; Descriptive information that included the quantitative trend of research and citations in this field, top articles, most active researchers, countries, journals and universities, and second; visualization analyses also include co citation and keywords co-occurrence which show the intellectual and conceptual structure of this field. The results showed that in addition to the increasing quantitative growth of research on this concept, the evolution of research topics in this discourse was from the negative side of work-life interface of women in the form of work-life conflict to the positive side of this concept in the form of enrichment and work-life balance and finally, the ideological concepts of gender role, gender attitude, gender equality, and gender inequality

Evolution and Intellectual-conceptual Foundations of Research in the Field of Human Resources Analytics

Background & Purpose: Human Resources Analytics (HRA) was considered to replace decision-making based on intuition and experience with data-driven decisions, thereby connecting human resources functions with business outcomes through quantitative analysis. As this area is still in its infancy, it requires extensive examination from both theoretical and practical perspectives. To contribute to the literature on this topic, this study seeks to review the evolution of research and extract the intellectual-conceptual foundations of human resources analytics.Methodology: In relation to the article's purpose, relevant research published between 1991 and 2022 was extracted from the Web of Science database and analyzed using VOS Viewer software. Descriptive, co-authorship, co-citation, and keyword co-occurrence analyses were performed on the collected data. Specifically, co-citation analysis was used to extract the intellectual-conceptual foundations of the subject.Findings: Research findings revealed that in terms of quantity, the highest number of articles were published on this topic in 2017. The highest number of citations was recorded in 2022. Ulrich and Dave are the most cited researchers, Human Resource Management was the most cited journal, and the University of Southern California was the most cited university. Co-citation analysis, which expresses intellectual-conceptual foundations in the field, presented the literature on human resources analytics in the form of four clusters. The first cluster showed the "nature and necessity of human resources analytics", the second cluster focused on the discussion of "the link between human resources analytics and technology", the third cluster was formed around the topic of "human resources analytics and data science", and finally the fourth cluster was called “the dark strain of human resource analytics.Conclusion: The topic of human resource analytics has a research history of about two decades in the world, although the process of published research in this field has been very fast. The structural dispersion of the research of the four clusters counted in this research shows that a so-called "bird's eye view" is required in human resources analytics. Furthermore, the most important weakness of research or even projects carried out in the field of human resources analytics is the limitation of work to people with human resources expertise or technical expertise, which deserves cooperation between these two types of expertise in the form of interdisciplinary collaboration

Understanding the Dimensions of Citizenship Behavior of Tourists (the Case of Cultural Heritage Tours in Iran)

Although employee citizenship behavior has significant effect on quality of service delivery and consequently on creating superior tourist experience and competitive advantage for tourism businesses and destinations, but tourist citizenship behavior can facilitate reaching these goals, specifically through value co creation. In spite of that, most studies concentrate on employees’ citizenship behavior ignoring behaviors of travelers. Therefore, present study seeks to identify dimensions of tourist citizenship behavior of cultural heritage tourists traveling through tours. The statistical population of this study encompasses all inbound tourists who have visited Iran as cultural heritage tours. 384 people yield as a sample of population, through convenient sampling. To ensure the validity, the questionnaire was examined by experts and confirmed, similarly reliability via Cronbach’s Alpha coefficient. The data analysis was conducted in SPSS software via confirmatory factor analysis. Findings revealed 11 dimensions of tourist citizenship behavior including: cooperation, establishing peace and intimacy, sacrifice, patience and sympathy, active participation, support, recommendation, aid and assistance, establishing order, compensation and interpersonal interaction. Based on findings of current research, citizenship behavior in cultural and heritage tourism can enrich their experiences since fosters co creation of value and also active participation cultural heritage tourists, moving towards creative tourism. Tourism businesses and destinations managers should pave the way for expressing these behaviors, creating excellent experience for tourists in addition to co creation of value with them