Editorial Advisory Board.
List of Contributors.
Acknowledgment of Reviewers.
About the Editors.
1: Achieving High Performance Outcomes through Trust in Virtual Teams.
2: An Activity Theory View of E-HR and Open Source.
3: Addressing Global Labor Needs Using E Training.
4: An Adoption and Diffusion Perspective on HRIS Usage.
5: Adoption and Success of E-HRM in European Firms.
6: Adoption of E-HRM in Large New Zealand Organizations.
7: Andragogy and Pedagogy in Learning Theories.
8: Approaches and Concepts to Restructuring Human Resources Management Functions.
9: Assessing Information Technology Capability versus Human Resource Information System Utilization.
10: Assessing the Impact of Mobile Technologies on Work-Life Balance.
11: Assessing the Use of Internet in the Recruiting Process.
12: B2E Relationships, Intranets, and Competency Management.
13: Basics to Develop Web Services for Human Resources.
14: Benchmarking Human Resource Information Systems.
15: The Benefits of Home-Based Working's Flexibility.
16: The Benefits of Using Technology in Human Resource Management.
17: Business, Information Technology, and Human Resource Strategy Alignment.
18: Challenges of Simulation in Management Development.
19: Collaboration Intricacies of Web 2.0 for Training Human Resource Managers.
20: Collaborative Technologies, Applications, and Uses.
21: Communities of Practice.
22: Competency Management Information Systems.
23: Conception, Categorization, and Impact of HR-Relevant Virtual Communities.
24: Concepts and Challenges of E-Leadership.
25: Concepts, Technology, and Applications in E-Mentoring.
26: Conceptualization and Evolution of Learning Organizations.
27: Conflict Resolution in E-HRM Environments.
28: Consequences and Strategic Implications of Networked Enterprise and Human Resources.
29: Considering Call Center Developments in E-HRM.
30: A Contingency Perspective on the Implementation of E-Performance Management.
31: Contributions of Social Capital Theory to HRM.
32: A Corporate Social Capital View on E-HRM Implementation.
33: Curricula Frameworks for an E-Learning Catalog.
34: Data Warehouse and Business Intelligence Systems in the Context of E-HRM.
35: Developing an Innovative Curriculum to Prepare Networking Professionals for the Global Marketplace.
36: Developments, Controversies, and Applications of Ergonomics.
37: The Diffusion of HRITs Across English-Speaking Countries.
38: E-Communication in the Information Society and the Impact of New Technologies on Employee Communication.
39: Effective Leadership in Virtual-Like Organizational Arrangements.
40: Efficiency of Electronic Recruiting Methods.
41: E-Government and E-HRM in the Public Sector.
42: E-HRM as a Reality in Virtual World.
43: E-HRM Challenges and Opportunities.
44: E-HRM in Competence Recognition and Management.
45: An E-HRM Perspective on Motivation.
46: Electronic Employee Performance Management (EPM) Systems.
47: Electronic Monitoring in the Workplace.
48: Employee Incentives and Retention for an E-World.
49: Employees and Corporate Social Performance.
50: Employer Brand Image Review and Future Strategies.
51: An Employer-Employee Relationship Perspective on Rewards, Challenges, and Systems.
52: Enterprise Alignment and the Challenge for Organization Development.
53: E-Recruitment in Emerging Economies.
54: E-Resourcing as an Effective Function of E-HRM Performance Linkage Models.
55: E-Training in Ethical Behavior.
56: Expediting Personalized Just-in-Time Training with E-Learning Management Systems.
57: An Exploration of the Perceived Value of Information Technology Certification between Information Technology and Human Resources Professionals.
58: Exploring the Link between Flexible Work and Organizational Performance.
59: Exploring the Relation between the Use of HRIS and their Implementation in Spanish Firms.
60: Extending Relationship Marketing to Human Resources Management Using the CaRM Approach to Personnel Recruitment.
61: Group Support Systems as Tools for HR Decision Making.
62: High Performance IT as Strategic Partner for HR Management.
63: HR Portals as Tools for Relational Resources Management.
64: HRIS as Drivers to Introduce Total Quality in HRM.
65: Human Capital Management for Sustainable Competitive Advantage in the New Economy.
66: The Human Resource Implications of Computers.
67: Human Resources as Manager of the Human Imprint.
68: Human Resources in the Balanced Scorecard System.
69: Human Resources Information Systems Role in Sarbanes-Oxley (SOX) Compliance.
70: Human Resources Outsourcing Strategies.
71: Human Resources Strategies for Fair and Legal Employee Selection.
72: Human-Computer Interaction: A Human Resources Perspective.