Human resource management, strategic involvement and e-HRM technology
Abstract
Associated with the emergence of internet-based human resource management technology is rhetoric predicting that such technological advances (electronic human resource management technology or e-HRM) will make HRM in organizations more strategic. Yet such a prediction is contested in the literature on the role of technology in organizations. Using a large survey data-set consisting of 5665 companies that are located in 32 different countries, we use non-recursive simultaneous equation models with instrumental variables to empirically evaluate competing theoretical perspectives in this literature. We find and show that strategic HR involvement and greater e-HRM capability are both directly and reciprocally related supporting both theoretical perspectives but also showing each is not mutually exclusive. We discuss the implication of these results for human resource management theory, practice and future research.
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Marler and Parry (2015) confirmed in their empirical multi-context study that the role of e-HRM in organisations is much more complex than just supporting existing HRM processes.
“As Marler and Parry (2015) confirmed in their empirical multi-context study, the role of e-HRM in organisations is much more complex than just supporting existing HRM processes”
From Conceptualising the future of HRM and technology research (2016) · cites this paper as Marler and Parry (2015)
Cites
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CONDUCTING INTERORGANIZATIONAL RESEARCH USING KEY INFORMANTS.
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“Consistent with this perspective, many researchers ’ and practitioners ’ claim that e-HRM will transform or disrupt how HRM is practiced in organizations, shifting it from being primarily administrative to being more strategically relevant (Lepak & Snell, 1998; Shrivastava & Shaw, 2003).”
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“…complex regulatory and institutionally mandated employment practices, information technology can also result in the reduction of this administrative burden, therefore open up the potential for HR professionals to improve their strategic orientation (Parry & Tyson, 2011; Ruel et al., 2004).”
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An examination of e-HRM as a means to increase the value of the HR function
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Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A., & Trichina, E. (2022) · The International Journal of Human Resource Management · doi:10.1080/09585192.2020.1871398 · Cited by 1,134 · see citing works
“…Artificial Intelligence (AI) and other breakthrough technologies, the interplay between firms, employees and customers is fundamentally changing and the automation of the administrative components of HRM activities and tasks is intensifying (Larivi (cid:1) ere et al., 2017; Marler & Parry, 2016).”
BackgroundConceptualising the future of HRM and technology research
Bondarouk, T., & Brewster, C. (2016) · The International Journal of Human Resource Management · doi:10.1080/09585192.2016.1232296 · Cited by 438 · see citing works
Electronic HRM: four decades of research on adoption and consequences
Bondarouk, T., Parry, E., & Furtmueller, E. (2017) · The International Journal of Human Resource Management · doi:10.1080/09585192.2016.1245672 · Cited by 423 · see citing works
Self-citationAI-augmented HRM: Antecedents, assimilation and multilevel consequences
Prikshat, V., Malik, A., & Budhwar, P. (2023) · Human Resource Management Review · doi:10.1016/j.hrmr.2021.100860 · Cited by 200 · see citing works
Do big data-driven HR practices improve HR service quality and innovation competency of SMEs
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Job candidates’ reactions to AI-enabled job application processes
van Esch, P., Black, J. S., & Arli, D. (2021) · AI and Ethics · doi:10.1007/s43681-020-00025-0 · Cited by 72 · see citing works
Whether and when e-HRM improves organizational performance: A meta-analysis
Cheng, Y., & Zou, Y. (2021) · Academy of Management Proceedings · doi:10.5465/ambpp.2021.133 · Cited by 3 · see citing works
- Authors
- Marler, J. H., & Parry, E.
- Affiliations
- University at Albany, State University of New York (US)
- Cranfield University (GB)
- Corresponding author
- Janet H. Marler
- ORCID
- Emma Parry
- Venue
- The International Journal of Human Resource Management
- Publisher
- Informa UK Limited
- Published
- 2015-12-10
- Volume
- 27
- Issue
- 19
- Pages
- 2233-2253
- ISSN
- 0958-5192 (ISSN-L)
- 1466-4399
- OpenAlex
- W2216524154
- Cited by
- 315
- References
- 9
- Citations by year
- 2026: 42 · 2025: 34 · 2024: 51 · 2023: 35 · 2022: 34 · 2021: 39 · 2020: 27 · 2019: 29 · 2018: 16 · 2017: 6 · 2016: 2
- FWCI
- 17.56
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- The International Journal of Human Resource Management (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Keywords
- e-HRM, electronic human resource management, strategic human resource management, strategic involvement, bidirectional relationship
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