Abstract
This article establishes the foundations and explains the opportunities and challenges of integrating wearable devices methodology into Human Resource Management (HRM) research and practice. Wearables have recently emerged as ubiquitous tools that can unobtrusively collect real‐time, objective, continuous data on various aspects of employees' states, behaviors, and interactions, offering unprecedented insights into the workforce. We present a systematic approach to understanding the key features of wearables and highlight the benefits they bring to HRM. Concurrently, we discuss issues related to data governance and ethical considerations, proposing strategies to address them. By utilizing the ability‐motivation‐opportunity (AMO) model of HRM, we provide examples of relevant HR‐related topics that can benefit from wearables, including well‐being and workplace stress, among others. We conclude with future avenues for scholars and professionals seeking to leverage this methodology to advance research and practice. Practitioner Notes What we currently know ◦ The ubiquitous use of wearable devices represents an increasing trend in the workplace ◦ Key constructs for HRM research, such as workplace stress and aspects of employee well‐being, are measurable with wearables ◦ Wearables can complement survey and self‐reported measures by providing greater temporal resolution and objective data ◦ A systematized understanding of why and how wearables can tackle these methodological limitations and advance HRM research and practice is currently missing What this paper adds ◦ It provides a framework explaining what wearables are, what they measure, and why and how they can advance HRM theory and practice ◦ Building on the ability‐motivation‐opportunity (AMO) model, it aims to help HR researchers and practitioners take advantage of the unique capabilities of wearables ◦ It also highlights the risks and challenges of using wearables in HRM, along with potential solutions, thereby balancing surrounding hopes and hypes Implications for practitioners ◦ We offer insights into the rigor and accuracy of wearable use for the assessment and practice of HRM ◦ Practitioners should consider using this methodology as part of responsible HRM, one that adopts personalized, temporally accurate approaches grounded in ethical principles, benefiting employers and organizations alike.