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Cited by 124Employer Branding and e-HRMAI and HR TechnologiesHuman Resource and Talent Management

The DOI matches its Crossref record; 55 of the 56 references it cites were found in a registry or an index.

The link between e-HRM use and HRM effectiveness: an empirical study

Obeidat, Shatha M.·2016·Personnel Review
DOI 10.1108/pr-04-2015-0111
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Abstract

Purpose: The purpose of this paper is to present results from an empirical study at the a Telecommunication company in Jordan on the impact of electronic-human resource management (e-HRM) use on human resource management (HRM) effectiveness. Moreover, by applying the unified theory of acceptance and use of technology, the study seeks to examine the mediating effect of the intention to use e-HRM on the relationship between e-HRM determinants (i.e. performance expectancy, effort expectancy, and social influence) and e-HRM use. This study adds a major contribution to the e-HRM literature by empirically examining the effect of e-HRM use on HRM effectiveness at both the policy and practice levels. Design/methodology/approach: Data were collected from employees working in Telecommunication company in Jordan about their perception towards the use of the e-HRM system and HRM effectiveness of policies and practices. Findings: The findings provide support for the positive contribution of the use of e-HRM on HRM effectiveness at both the policy and practice levels. It also confirms mediating effects of user intention on the link between e-HRM determinants (both performance expectancy and social influence) and e-HRM use. Research limitations/implications: This study emphasises the relevance of e-HRM in increasing HRM effectiveness. limitations of the study include cross-sectional data and the difficulty to form generalisation from the research restricted to a single company. Originality/value: This study represent a first attempt to examines the impact of e-HRM use on HRM effectiveness at both levels: policy and practice. It also reveals that relationship between e-HRM determinants and e-HRM use is mediated with e-HRM user intention.

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Citations

Cites

Research works printed but not linked: 4

  1. 1995, The partial least squares (PLS) approach to causal modeling: personal computer adaptation and use as an illustration, Technology Studies, 2, 285
  2. Chin, W.W. and Newsted, P.R. (1999), “Structural equation modeling analysis with small samples using partial least squares”, in Hoyle, R. (Ed.), Statistical Strategies for Small Sample Research, Sage Publications, Thousand Oaks, CA, pp. 307-341.
  3. 1988, Statistical Power Analysis for the Behavioral Sciences
  4. 2010, An evidence-based review of E-HRM and strategic human resource management, 3rd European Academic Workshop on Electronic Human Resource Management Proceedings, 33

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Metadata

Authors
Obeidat, S. M.
Affiliations
Qatar University (QA)
Corresponding author
Obeidat, Shatha M.
ORCID
Obeidat, Shatha M.
Venue
Personnel Review
Publisher
Emerald
Published
2016-09-05
Volume
45
Issue
6
Pages
1281-1301
ISSN
0048-3486 (ISSN-L)
DOI
10.1108/pr-04-2015-0111
OpenAlex
W2511584701
Semantic Scholar
ef080536371484ac162a4069707be9f3e598bf1e
Cited by
124
References
56
Citations by year
2026: 2 · 2025: 9 · 2024: 17 · 2023: 25 · 2022: 17 · 2021: 16 · 2020: 17 · 2019: 13 · 2018: 5 · 2017: 3
FWCI
13.61
Type
journal article
Language
en
Open access
closed
Licence
www.emerald.com/insight/site-policies (tdm)
Locations
  • Personnel Review (publishedVersion)
  • Qatar University QSpace (Qatar University) (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 › AI and HR Technologies
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
Keywords
e-HRM, human resource management effectiveness, Unified Theory of Acceptance and Use of Technology, intention to use, performance expectancy, effort expectancy, social influence, personnel policy, human resource management practices, telecommunication employees, Jordan

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