Table 2.
Theoretical frameworks referred to in qualifying studies
| Disciplinary perspective | Framework | Study |
|---|---|---|
| HR and HR related | Concept of experiential learning | S3 |
| Central principles of HRM | S22 | |
| Personnel as resource in HRM theory | S23 | |
| HRIS impact through drawing from motivation in organizational behavior and theory of work performance | S33 | |
| Innovation and change | Diffusion of innovations | S10 |
| Theoretical models of organizational change | S11 | |
| IS and IS related | InnoDiff model based on model for IS success | S1 |
| Framework of impacts of technology implementation | S8 | |
| Technology acceptance model | S9 | |
| Corporate information factory | S18 | |
| System development life cycle | S21 | |
| Concept of mindfulness to develop concept of preparedness in ERP implementation | S29 | |
| Process-centric role of ICT in terms of its impact on business value | S36 | |
| Specific combinations of HR and IS concepts | Conceptual framework developed by WHO Study Group linking 3 components: decision-making in the development of HR for health, research, and IS | S42 |
| The role of HRM in ICT implementation | S3 | |
| Framework for goals for ICT use in HR | S19 | |
| Framework for ICT effects, enriched with the concept of organizational object and integrating perspective on emergence and enacted practices | S21 | |
| Other broad management /business | Structuration theory | S3; S7 |
| Management strategies | S6 | |
| Game-theoretic model | S6 | |
| Evaluation framework for business process projects | S14 | |
| Knowledge-sharing concept | S15 | |
| Evidence-based health care | S23 | |
| Emancipatory principles and principles of critical social theory | S38 | |
| Does not specify | S2, S4, S5, S12, S13, S16, S17, S20, S24, S25, S26, S27, S28, S30, S31, S32, S34, S35, S37, S39, S40, S41 | |