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The fast-paced expansion of social media has reshaped how human resources management (HRM) functions in everyday organizational life. It has changed the way companies attract and recruit talent, interact with employees, support performance, and communicate across the organization. This paper presents a clear and accessible overview of academic research that explores the connection between social media and HRM, drawing on a bibliometric analysis of 1,927 articles published between 2016 and 2025 in the Web of Science–Clarivate database. By using bibliometric mapping tools, including citation, co-citation, and keyword co-occurrence analyses, the study follows the key topics in the literature and shows how this area of research has evolved over the past ten years. The findings indicate that recruitment remains the most widely studied application of social media in HRM, while interest is steadily growing in areas such as employee performance, human capital development, and the broader organizational impact of digital platforms. The analysis also highlights the strongly interdisciplinary nature of this field, combining insights from management, social sciences, and computer and information systems research. While many studies emphasize the strategic benefits of social media for strengthening HRM practices, they also raise important concerns related to productivity, ethics, and digital governance. Overall, the study confirms the growing role of social media in modern HRM and outlines meaningful directions for future research in this dynamic and constantly evolving area.

PurposeSelf-employment is considered one of the responses to precarious employment, particularly among those who lost jobs during an economic crisis. Although starting a new business is widely available, operating new ventures remains challenging. This article aims to explore the premises of self-employment success, namely self-employment intention and proactive coping as crucial predictors of further performance.Design/methodology/approachThe authors recruited participants among initially unemployed individuals who participated in the entrepreneurial program aimed at creating self-employment. Since entrepreneurs are expected to have specific personal characteristics important for performance, the authors assessed proactive coping as the key factor for self-employment intention.FindingsThe results depicted proactive coping as crucial in performing own ventures in the long run, which suggests that self-employment intention may change over time.Practical implicationsProactive coping is particularly appropriate for self-employed at any stage of the entrepreneurial process because it maintains the intention to perform own business. Thus, the findings underline the need for proactive coping training for entrepreneurs, particularly those previously unemployed.Originality/valueAs the self-employment intention may differ in time, the importance of being proactive in operating small businesses increases.

The literature knowledge gap addressed in the current study was to examine the extent that the skills taught in college degrees matched the job criteria employers needed. A survey was developed through a literature review and a focus group while the instrument was refined through a pilot project and the reliability was measured using Cronbach estimates. In the model, hard skills captured theories or methods taught in courses including organizational behavior, human resource management, statistics, financial math, economics, as well as technology in a group or individual projects. Soft skills identified interdisciplinary competencies taught throughout all courses such as teamwork, emotional intelligence, problem solving, and ethical decision making. Social desirability control was applied. Data were collected by surveying American undergraduate business students who were employed after the pandemic ( N  = 900). Descriptive statistics, correlation, and a structural equation model were used to test the hypotheses. A statistically significant multivariate model was developed with path effect sizes ranging from 46 to 96%. All exogenous soft skill indicators and most hard skill indicators had strong relationships to the endogenous dependent variables of learning effectiveness, job–skill match, and degree return on investment. Technology and quantitative skills, along with the dependent variable job–skill match, had the lowest means and medians, but the highest deviations.

This paper analyzes self-employment entry among Swedish-born male wage-earners. Is it the best and the brightest or the least successful that become self-employed? The residual from an income regression is used as an indicator of who belongs to which group. We find that both wage-earners who receive a lower income than predicted, i.e. have a negative residual, and those who receive a higher income than predicted, i.e. have a positive residual, are more likely to become self-employed than those who receive an income close to the predicted one. However, splitting self-employment into different types depending on corporate form and number of employees, we find that the self-employed are drawn from both tails of the residual distribution only if it is a matter of unincorporated firms. Wage-earners who become self-employed and start an incorporated firm are only drawn from the top of the residual distribution. Using self-employment income and turnover as measures of self-employment performance, we find a positive linear relationship between the income residual and performance.

The aim of this paper is to provide new estimates of employment-output elasticities and assess the effect of structural and macroeocnomic policies on the employment-intensity of growth. Using an unbalanced panel of 167 countries over the period 1991 - 2009, the results suggest that structural policies aimed at increasing labor and product market flexibility and reducing government size have a significant and positive impact on employment elasticities. In addition, the results also suggest that in order to maximize the positive impact on the responsiveness of employment to economic activity, structural policies have to be complemented with macroeconomic policies aimed at increasing macroeconomic stability.

Despite improvements in labor market performance over the past decade, owing in part to past reforms, Italy's employment and productivity outcomes continue to lag behind those of its European peers. This paper reviews Italy's institutional landscape and labor market trends from a cross-country perspective, and discusses possible avenues for further reform. The policy discussion draws on international reform experience and on simulations based on a calibrated labor market matching model. A key lesson is that the details of reform design, and the sequencing of reforms, matter greatly for labor market outcomes and for the fiscal costs associated with these reforms.

Labor market regulation is a high-profile, and often contentious, area of public policy. Although these regulations have been studied most extensively in developed countries, there is a growing body of literature on their effects in developing countries. This paper reviews that literature and focuses on the impacts of two important types of labor market regulation, minimum wages and employment protection legislation (EPL), on employment, earnings, and productivity. Strong and opposing views exist regarding the costs and benefits of these regulations, but the results of this review suggest that their impacts are generally smaller than the heat of the debates would suggest. Efficiency effects are found sometimes, but not always, and the effects can be in either direction and are usually modest. The distributional impacts of both minimum wage and employment protection legislation are clearer, with two effects predominating: an equalizing effect among covered workers, but with groups such as youth, women, and the less skilled disproportionately outside the coverage and its benefits. Although the overall conclusion is one of modest effects in most cases, the policy implication is not that these regulations do not matter. On the one hand, both minimum wages and EPL can affect distributional objectives. On the other hand, these regulations can generate undesirable economic or social impacts if they are established or operate in ways that exacerbate the labor market imperfections that they were designed to address.

This book investigates trends in skills demand and supply over the past two decades for insights into ways to build (and use) the critical skills needed to sustain competitiveness of the Philippine economy. Part one of the book investigates trends in demand for skills in the country overall and by sectors, explores its possible determinants, and attempts to identify emerging skills gaps. Part two turns to the analysis of the supply of skills in the country with a focus on the ability of education and training to provide highly skilled labor, keeping workers' skills updated, and providing skills development opportunities for the unskilled. It explores employers' perceptions on the quality of institutions and provides detailed analysis of the main characteristics, outcomes, and challenges in four key (or growing) subsectors of the provision of skills in the country: higher education, postsecondary technical-vocational education, non-formal secondary education, and postemployment training. It concludes with a summary of policy recommendations.