The HCL Review Podcast copertina

The HCL Review Podcast

The HCL Review Podcast

Di: WRKdefined Podcast Network
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Want to listen to your favorite HCL Review article on the go?! We’ve got you covered! Catch all of your favorites right here in your podcast feed!All rights reserved by WRKdefined Economia Gestione e leadership Management
Episodi
  • Bored and Burned Out: Understanding the Dynamic Profiles of Workplace Well-Being and What They Mean for Organizations

    Bored and Burned Out: Understanding the Dynamic Profiles of Workplace Well-Being and What They Mean for Organizations
    Sep 23 2026
    Abstract: This article examines the interplay of job boredom, burnout, and work engagement as co-occurring dimensions of workplace well-being, drawing on recent longitudinal research and the Job Demands-Resources framework. Anchored in Toscanelli et al.'s (2026) person-centered study—which identified five distinct well-being profiles across two independent samples—the article explores how these psychological states combine in complex and sometimes counterintuitive configurations that persist over time. The evidence reveals that job boredom is not merely the absence of engagement but a distinct, enduring state closely aligned with the cynicism dimension of burnout, with demonstrated potential to escalate into more severe disengagement. Role conflict emerges as a consistent predictor of unfavorable well-being profiles, while learning opportunities represent a particularly protective resource. The article translates these research findings into evidence-based organizational strategies—spanning job design, demand management, learning investment, and leadership practice—to help practitioners build sustainable workplace well-being systems that address boredom, burnout, and engagement as interconnected challenges rather than isolated problems.
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    25 min
  • From AI Enthusiasm to Accountable HR: Building the Conditions for Responsible Adoption

    From AI Enthusiasm to Accountable HR: Building the Conditions for Responsible Adoption
    Sep 23 2026
    Abstract: Artificial intelligence adoption in human resource management requires more than capable technology and optimistic users. It requires organizational arrangements that make consequential decisions understandable, contestable, and accountable. Building on Poo-Udom’s (2026) mixed-methods research among human resource professionals in Thailand, this article develops a practitioner-oriented approach to responsible AI adoption. The study identifies perceived ethical governance as the largest positive predictor of adoption intention within its tested model, while also documenting resource constraints and capability gaps. These findings are interpreted alongside research on technology acceptance, algorithmic hiring, organizational control, and human–AI collaboration. The article proposes three complementary organizational priorities: establish accountable decision-making, develop the capability to question AI, and require evidence before expanding deployment. Organizational practices from technology, banking, and healthcare illustrate how these priorities can be operationalized. The central argument is that governance should enable justified adoption—not merely greater adoption—while protecting employees, candidates, and the organization from avoidable harm.
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    25 min
  • When Assessment Becomes Gatekeeping: Reconsidering Vocational Rehabilitation for Autistic Adults

    When Assessment Becomes Gatekeeping: Reconsidering Vocational Rehabilitation for Autistic Adults
    Sep 23 2026
    Abstract: Autistic adults face unemployment and underemployment rates exceeding 50–85%, despite evidence that workplace exclusion reflects environmental barriers rather than skill deficits. Vocational Rehabilitation (VR) agencies invest substantial resources in assessing individual "readiness" while allocating minimal attention to workplace conditions that determine whether capability can be demonstrated or sustained. This article examines how assessment-focused practices can reframe access barriers as individual deficits, perpetuating unemployment through a logic of preparation that defers action. Drawing on research evidence, organizational examples, and lived experience, the article proposes a shift from readiness gatekeeping toward environmental modification and capability-enabling support. Psychological and economic consequences of this institutional mismatch are documented, alongside evidence-based responses including interview modification, sensory accommodations, transparent communication, and long-term employability frameworks that recognize autistic capability as conditional on accessible conditions rather than inherent limitation.
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    24 min
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