Abstract:
This study aimed to examine how employee engagement can be increased
through the perceived desirability of disruptive Human Resource Management
(HRM) technologies where sociological phenomena like gender stereotype
change and work realities as work- family conflicts derive lower employee
engagement. This study is a literature review in which employee engagement,
gender stereotype change, work-family conflicts, and disruptive HRM
technologies literature were surveyed and reviewed from two perspectives. Both
perspectives developed a conceptual framework that focuses on three impacts.
The first is the role of work-family conflicts in mediating the impact of
changing gender stereotypes on employee engagement. Second, the perceived
desirability of disruptive HRM technologies has a direct impact on increasing
employee engagement. The third effect is that the perceived desirability of
disruptive HRM technologies has a moderating effect on the impact of workfamily
conflicts on employee engagement. The paper provides directions for
empirical research based on the predicted impacts.
