CoChat
Sign Up
Cited by 226Employer Branding and e-HRMHuman Resource and Talent ManagementAI and HR Technologies

The DOI matches its Crossref record; 29 of the 29 references it cites were found in a registry or an index.

The contribution of e‐HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry

Ruël, Huub J.M., Bondarouk, Tanya V., Van der Velde, Mandy·2007·Employee Relations
DOI 10.1108/01425450710741757
Open this paper in CoChat — free account

Abstract

Purpose: Both for‐profit and not‐for‐profit organisations have been replacing face‐to‐face HRM activities with web‐based HRM tools, e‐HRM for short, for employees and managers since the 1990s. This paper aims to look at whether this is of benefit to an organisation. Design/methodology/approach: The study was conducted in the Ministry of Internal Affairs in The Netherlands, where e‐HRM in the form of employee self‐service applications was introduced. Findings: The study shows that individual assessment of e‐HRM applications influences HRM technical and strategic effectiveness. This is especially so in the perceived quality of the content and the structure of e‐HRM applications which have a significant and positive effect on technical and strategic HRM effectiveness. Research limitations/implications: It is difficult to form generalizations from the research into only one company. Practical implications: The basic expectations are that using e‐HRM will decrease costs, will improve the HR service level and will give the HR department space to become a strategic partner. This study investigates whether this is the case. Originality/value: The area on which this study concentrates has not had extensive academic research conducted into it.

Overview

Integrity signals

Registry

Crossref · 10.1108/01425450710741757

Cites

29 of 29 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Verification

Claims the paper makes

We couldn’t retrieve this paper’s full text, so its claims and self-check weren’t run. The registry and citation checks still apply.

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

Citations

Cites

Show all 29 references

Research works printed but not linked: 4

  1. Baron, J.N. and Kreps, D.M. (1999), Strategic Human Resources, John Wiley & Sons, New York, NY.
  2. Ruël, H.J.M., Looise, J.C. and Bondarouk, T. (2002), “E‐HRM: een verschijnsel nader in kaart gebracht. De ontwikkeling van een model voor praktijk en onderzoek (e‐HRM: a phenomenon observed more closely: developing a model for practice and research)”, Tijdschrift voor HRM [Journal of HRM], Winter.
  3. Voerman, M. and Van Veldhoven, M. (2005), “De attitude van werknemers ten aanzien van E‐HRM verklaard. Een empirische studie bij Philips (Employee attitudes towards e‐HRM explained. An empirical study at Philips)”, Tijdschrift voor HRM [Journal of HRM], Winter.
  4. Boxall, P. (1996), “The strategic HRM debate and the resource‐based view of the firm”, Human Resource Management Journal, Vol. 6, pp. 59‐75. · DOI

Cited by

Sorted by citations

See all 226

Related

Metadata

Authors
Ruël, H. J. M., Bondarouk, T. V., & Van der Velde, M.
Affiliations
  • University of Twente (NL)
  • Utrecht University (NL)
ORCID
Venue
Employee Relations
Publisher
Emerald
Published
2007-05-01
Volume
29
Issue
3
Pages
280-291
ISSN
0142-5455 (ISSN-L)
DOI
10.1108/01425450710741757
OpenAlex
W1551538054
Cited by
226
References
29
Citations by year
2026: 3 · 2025: 9 · 2024: 15 · 2023: 13 · 2022: 15 · 2021: 24 · 2020: 10 · 2019: 23 · 2018: 12 · 2017: 8 · 2016: 14 · 2015: 13 · 2014: 14 · 2013: 12 · 2012: 13
FWCI
14.30
Type
journal article
Language
en
Open access
closed
Licence
www.emerald.com/insight/site-policies (tdm)
Locations
  • Employee Relations (publishedVersion)
  • University of Twente Research Information (publishedVersion)
  • University of Twente Research Information (submittedVersion)
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, human resource management effectiveness, employee self-service, Ministry of Internal Affairs, public sector human resource management

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review