An Affordance Approach to EHRM-Based Employee Voice Outcomes

Ellmer, Markus; Reichel, Astrid

doi:10.5465/ambpp.2019.14913abstract

Cited by 4 publications

(4 citation statements)

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“…OLPs use HRM practices to control gig workers such that gig workers co-create value with requesters and network effects are created (Cassady, Fisher, & Olsen, 2018;Ellmer & Reichel, 2018;Meijerink & Keegan, 2019). For instance, they need to attract workers to their platform (recruitment and selection), and they need to design their jobs (job design) so that the worker behaves (discipline, incentives) in a way that allows for platform growth which is linked with client/requester satisfaction to continue to transact (Kuhn & Maleki, 2017).…”

Section: Hrm Practices For Workers That Institute the Corporation Logicmentioning

confidence: 99%

Online labour platforms, human resource management and platform ecosystem tensions: an institutional perspective

Keegan¹,

Meijerink²

2021

Platform Economy Puzzles

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This chapter addresses the tensions arising from institutional complexity that are associated with the use of human resource management (HRM) activities by many online labour platforms (OLPs).OLPs use HRM activities to control freelance 'gig' workers and those who request their services.The use of HRM activities by OLPs generates institutional complexity because OLPs circumvent the employment relationship which is central to HRM as a disciplinary field. Extant HRM thinking is founded on the idea that HRM activities like staffing, training, appraisal, compensation and job design serve to shape and manage the employment relationship (Lepak & Snell, 1999;Nishii &

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Section: Hrm Practices For Workers That Institute the Corporation Logicmentioning

confidence: 99%

Online labour platforms, human resource management and platform ecosystem tensions: an institutional perspective

Keegan¹,

Meijerink²

2021

Platform Economy Puzzles

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“…It is in association with the findings of Ruel and Bondarouk (2007). EHRM tools assist in producing real-time data for making business decisions in a very dynamic ecosystem (Ellmer & Reichel, 2018). Hosseini and Nematollahi (2014) stated that e-HRM is relevant since it increases HRM effectiveness and efficiency.…”

Section: Resultsmentioning

confidence: 59%

The assessment of e‐HRM tools and its impact on HRM system effectiveness and organizational effectiveness: An empirical study of selected multinational companies in Ghana

William

Singh

2023

E J Info Sys Dev Countries

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This study aims to investigate the effect of the usage of e‐HRM on HRM system effectiveness and organizational effectiveness. The dearth of empirical studies in developing countries, especially in Ghana, warranted this study. The study adopts a quantitative cross‐sectional approach and uses descriptive and inferential research approaches. The targeted population was employees, HR professionals, and line managers at Tata Africa Holdings (Ghana) Limited, Alliance Motors (Ghana) Limited, and MTN Ghana Limited (N = 610). The sample size was determined using Cochran's (1977) sample size formula (n = 236). Data was collected using a structured questionnaire constructed in Likert‐scale style and self‐administered. The sampling technique was stratified random sampling. Data were analyzed using structural equation model‐partial least square (version 3.0). The results revealed that e‐HRM tools have statistical significance for policy‐level effectiveness, technical effectiveness, strategic effectiveness, and human resource management effectiveness. There is a positive relationship between policy‐level effectiveness and organizational effectiveness and between strategic‐level effectiveness and organizational effectiveness. However, there is a negative relationship between technical effectiveness and organizational effectiveness and between HRME and OE. It was recommended that management introduce e‐HRM technologies since they have a positive relationship between HRM effectiveness and organizational effectiveness.

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“…Some define e-HRM broadly, encompassing any technology that aids in delivering HR services (Karikari, et al, 2015), while others emphasize its potential to boost efficiency, effectiveness, and employee engagement across various HR functions (Jandaghi, et al, 2015). While specific definitions and perspectives may vary, one thing remains clear: e-HRM signifies a significant transformation in the way organizations manage their workforce (Ellmer & Reichel, 2018). Some define e-HRM broadly, encompassing any technology that aids in delivering HR services (Mugerwa, 2020) while others emphasize its potential to boost efficiency, effectiveness, and employee engagement across various HR functions (Boccoli, et al, 2023) While specific definitions and perspectives may vary, one thing remains clear: e-HRM signifies a significant transformation in the way organizations manage their workforce (Nyathi & Kekwaletswe, 2023) defined E-HRM in his study as it is a strategy which is based on integrated technology, and the purpose of this technology is to sync processes and skilled workers to the organisation's goal.…”

Section: Literature Reviewmentioning

confidence: 99%

The Impact of e-HRM on Teacher Performance A Case of Higher Educational Institutions in Sindh Province

Shaikh,

Shar

2023

TIBSS

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This study investigated the impact of Electronic Human Resource Management (E-HRM) on teacher performance in public universities in Sindh, Pakistan. The research design combined surveys and interviews, employing a mixed-methods approach to collect data from teachers currently serving in the selected universities. The study explored e-HRM practices in planning, training and development, and monitoring. The findings revealed a discernible connection between e-HRM variables and teacher performance, with planning, training and development, and monitoring showing significant positive impacts. The exclusion of the evaluation variable raises questions about measurement challenges. The findings have implications for policymakers and university administrators, emphasising the need for robust e-HRM systems to optimise human resource management and enhance teaching staff capabilities. The study contributes to the theoretical framework drawing upon Human Capital Theory, the Resource-Based View, and the Scholarship of Teaching and Learning movement. Recommendations for future research include refining evaluation metrics, conducting longitudinal studies, exploring context-specific challenges, and addressing issues related to e-HRM implementation in higher education institutions. Inclusively, the study provides valuable insights into the transformative potential of E-HRM in optimising teacher performance and fostering institutional excellence in the educational landscape of Sindh province, Pakistan.

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An Affordance Approach to EHRM-Based Employee Voice Outcomes

Cited by 4 publications

References 0 publications

Online labour platforms, human resource management and platform ecosystem tensions: an institutional perspective

Online labour platforms, human resource management and platform ecosystem tensions: an institutional perspective

The assessment of e‐HRM tools and its impact on HRM system effectiveness and organizational effectiveness: An empirical study of selected multinational companies in Ghana

The Impact of e-HRM on Teacher Performance A Case of Higher Educational Institutions in Sindh Province

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