This book explores how the Metaverse may be applied to career development practices.Beginning with a systematic review of empirical literature to foreground tested Metaverse applications in both workplace and educational settings, the book provides a framework for discussing possible Metaverse applications through five key career stages: Growth, exploration, establishment, maintenance, and disengagement. It then provides best practices, policy considerations, and implementation guidelines for organizations and educational institutions. Ethical considerations, including privacy, data security, digital divide, and psychological impacts of prolonged immersion in virtual environments, are also discussed.This book will interest scholars of digital human resource management, human resource development, and career management. Its practical suggestions may also interest HR practitioners and policymakers.

This book explores how HR technologies may mitigate the negative impacts of work-family conflicts on work engagement, a topic of increasing relevance in the digital era.Acknowledging the changes in gender stereotypes and its impact on work engagement, this book undertakes systematic literature reviews on gender stereotypes, work-family conflicts, work engagement, and disruptive HR technologies to identify gaps in existing Human Resource Management research. Grounding on the theories such as social role theory, role-conflict theory, and the job-demand resource mode, Priyashantha surveys over 600 Sri Lankan private sector executives and shows that changing gender stereotypes both enhance work engagement and intensify work-family conflict; while the perceived desirability of disruptive HR technologies raises engagement, it can amplify the negative impact of work-family conflict on work engagement when not matched by credible implementation. Practical implications of the research for organizations and HR practitioners are also discussed.This book is of interest to scholars of human resource management and organizational behaviour.

This book explores how the Metaverse may be applied to career development practices.Beginning with a systematic review of empirical literature to foreground tested Metaverse applications in both workplace and educational settings, the book provides a framework for discussing possible Metaverse applications through five key career stages: Growth, exploration, establishment, maintenance, and disengagement. It then provides best practices, policy considerations, and implementation guidelines for organizations and educational institutions. Ethical considerations, including privacy, data security, digital divide, and psychological impacts of prolonged immersion in virtual environments, are also discussed.This book will interest scholars of digital human resource management, human resource development, and career management. Its practical suggestions may also interest HR practitioners and policymakers.

This book explores how HR technologies may mitigate the negative impacts of work-family conflicts on work engagement, a topic of increasing relevance in the digital era.Acknowledging the changes in gender stereotypes and its impact on work engagement, this book undertakes systematic literature reviews on gender stereotypes, work-family conflicts, work engagement, and disruptive HR technologies to identify gaps in existing Human Resource Management research. Grounding on the theories such as social role theory, role-conflict theory, and the job-demand resource mode, Priyashantha surveys over 600 Sri Lankan private sector executives and shows that changing gender stereotypes both enhance work engagement and intensify work-family conflict; while the perceived desirability of disruptive HR technologies raises engagement, it can amplify the negative impact of work-family conflict on work engagement when not matched by credible implementation. Practical implications of the research for organizations and HR practitioners are also discussed.This book is of interest to scholars of human resource management and organizational behaviour.

This book explores how HR technologies may mitigate the negative impacts of work-family conflicts on work engagement, a topic of increasing relevance in the digital era.Acknowledging the changes in gender stereotypes and its impact on work engagement, this book undertakes systematic literature reviews on gender stereotypes, work-family conflicts, work engagement, and disruptive HR technologies to identify gaps in existing Human Resource Management research. Grounding on the theories such as social role theory, role-conflict theory, and the job-demand resource mode, Priyashantha surveys over 600 Sri Lankan private sector executives and shows that changing gender stereotypes both enhance work engagement and intensify work-family conflict; while the perceived desirability of disruptive HR technologies raises engagement, it can amplify the negative impact of work-family conflict on work engagement when not matched by credible implementation. Practical implications of the research for organizations and HR practitioners are also discussed.This book is of interest to scholars of human resource management and organizational behaviour.

This book explores how the Metaverse may be applied to career development practices.Beginning with a systematic review of empirical literature to foreground tested Metaverse applications in both workplace and educational settings, the book provides a framework for discussing possible Metaverse applications through five key career stages: Growth, exploration, establishment, maintenance, and disengagement. It then provides best practices, policy considerations, and implementation guidelines for organizations and educational institutions. Ethical considerations, including privacy, data security, digital divide, and psychological impacts of prolonged immersion in virtual environments, are also discussed.This book will interest scholars of digital human resource management, human resource development, and career management. Its practical suggestions may also interest HR practitioners and policymakers.

This book explores how HR technologies may mitigate the negative impacts of work-family conflicts on work engagement, a topic of increasing relevance in the digital era.Acknowledging the changes in gender stereotypes and its impact on work engagement, this book undertakes systematic literature reviews on gender stereotypes, work-family conflicts, work engagement, and disruptive HR technologies to identify gaps in existing Human Resource Management research. Grounding on the theories such as social role theory, role-conflict theory, and the job-demand resource mode, Priyashantha surveys over 600 Sri Lankan private sector executives and shows that changing gender stereotypes both enhance work engagement and intensify work-family conflict; while the perceived desirability of disruptive HR technologies raises engagement, it can amplify the negative impact of work-family conflict on work engagement when not matched by credible implementation. Practical implications of the research for organizations and HR practitioners are also discussed.This book is of interest to scholars of human resource management and organizational behaviour.

This book explores how the Metaverse may be applied to career development practices.Beginning with a systematic review of empirical literature to foreground tested Metaverse applications in both workplace and educational settings, the book provides a framework for discussing possible Metaverse applications through five key career stages: Growth, exploration, establishment, maintenance, and disengagement. It then provides best practices, policy considerations, and implementation guidelines for organizations and educational institutions. Ethical considerations, including privacy, data security, digital divide, and psychological impacts of prolonged immersion in virtual environments, are also discussed.This book will interest scholars of digital human resource management, human resource development, and career management. Its practical suggestions may also interest HR practitioners and policymakers.

This book explores how HR technologies may mitigate the negative impacts of work-family conflicts on work engagement, a topic of increasing relevance in the digital era.Acknowledging the changes in gender stereotypes and its impact on work engagement, this book undertakes systematic literature reviews on gender stereotypes, work-family conflicts, work engagement, and disruptive HR technologies to identify gaps in existing Human Resource Management research. Grounding on the theories such as social role theory, role-conflict theory, and the job-demand resource mode, Priyashantha surveys over 600 Sri Lankan private sector executives and shows that changing gender stereotypes both enhance work engagement and intensify work-family conflict; while the perceived desirability of disruptive HR technologies raises engagement, it can amplify the negative impact of work-family conflict on work engagement when not matched by credible implementation. Practical implications of the research for organizations and HR practitioners are also discussed.This book is of interest to scholars of human resource management and organizational behaviour.

This book explores how HR technologies may mitigate the negative impacts of work-family conflicts on work engagement, a topic of increasing relevance in the digital era.Acknowledging the changes in gender stereotypes and its impact on work engagement, this book undertakes systematic literature reviews on gender stereotypes, work-family conflicts, work engagement, and disruptive HR technologies to identify gaps in existing Human Resource Management research. Grounding on the theories such as social role theory, role-conflict theory, and the job-demand resource mode, Priyashantha surveys over 600 Sri Lankan private sector executives and shows that changing gender stereotypes both enhance work engagement and intensify work-family conflict; while the perceived desirability of disruptive HR technologies raises engagement, it can amplify the negative impact of work-family conflict on work engagement when not matched by credible implementation. Practical implications of the research for organizations and HR practitioners are also discussed.This book is of interest to scholars of human resource management and organizational behaviour.