Gender Bias in Human Resource Management: Tracing Thematic Shifts, Emerging Paradigms, and Future Research Agendas
DOI:
https://doi.org/10.52627/managere.v8i3.2205Keywords:
Gender Bias, Human Resource Management , Bibliometric AnalysisAbstract
This study aims to map the development, thematic structure, and research gaps in gender-bias studies within Human Resource Management (HRM), with particular attention to the representation and characteristics of research related to Indonesia. Using a systematic literature review (SLR) combined with bibliometric analysis, this study examined Scopus-indexed publications from the last ten years. The SLR identified, evaluated, and synthesized relevant scholarly works. At the same time, bibliometric analysis using VOSviewer explored publication trends, keyword co-occurrence, and thematic relationships among studies. The findings reveal a significant increase in gender-bias research in HRM, particularly after 2020, reflecting growing academic attention toward organizational equality and inclusive workplaces. Dominant themes include gender equality, gender bias, diversity and inclusion, leadership, and work–life balance. In contrast, emerging themes include unconscious bias, intersectionality, and the integration of artificial intelligence in HRM practices. However, research from Indonesia remains relatively limited, with most studies adopting descriptive approaches and lacking contextual, multilevel, and policy-oriented perspectives. This study contributes by providing a comprehensive research map and identifying future directions for developing more contextual, interdisciplinary, and evidence-based HRM research and practices to address gender bias.
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