An evidence-based review of e-HRM and strategic human resource management

Marler, Janet H.; Fisher, Sandra L.

doi:10.1016/j.hrmr.2012.06.002

Cited by 267 publications

(261 citation statements)

References 78 publications

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“…The following related studies are Rawash 2012, Al-Dmour, et. al and 2012, Khasman, et al (2015, Elhazzam (2015), Ayeta (2016), Ngai andWat, 2006 andMarler (2009).…”

Section: The Screening Methodsmentioning

confidence: 97%

“…Recruitment and selection, employee record keeping, internal and external communication respectively are the highest levels of implementation. According to the study of Marler (2009), Strong Implementation of e-HRM is identified with perceptions of strategic effectiveness of HR. It is both positive and negative perceptions.…”

Section: The Degree Of Implementation Level Of E-hrm Functionsmentioning

confidence: 99%

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A Comprehensive Review of E-HRM in Service SMEs in Jordan

Roman¹

2017

IBR

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This article reviews current empirical studies on electronic Human Resource Management (E-HRM) in SMEs in Jordan and discuss some findings for future undertakings. The comprehensive review is composed of related studies extracted from the online index or data base of the various journals. Contextual structure had been presented to have a clear mapping and understanding with the proceedings. It also included some studies of E-HRM outside Jordan to supplement the insufficiency and reliability of the comprehensive review. Conclusion and recommendation had been made.

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“…The following related studies are Rawash 2012, Al-Dmour, et. al and 2012, Khasman, et al (2015, Elhazzam (2015), Ayeta (2016), Ngai andWat, 2006 andMarler (2009).…”

Section: The Screening Methodsmentioning

confidence: 97%

Section: The Degree Of Implementation Level Of E-hrm Functionsmentioning

confidence: 99%

A Comprehensive Review of E-HRM in Service SMEs in Jordan

Roman¹

2017

IBR

View full text Add to dashboard Cite

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“…According to (Kurland and Egan, 1999;Greenberg, 1990), there are a number of factors that are related to HRM practices that influence the employee's perceptions of bias and fairness (Marler and Fisher, 2012). According to a study by (Moorman, 1991), in places where there have been good HRM practices, the employee commitment levels were almost always seen to be high, however, in organizations where the HRM practices were deemed or perceived to be unfair, then those places showed decreased commitment levels from their employees (Janssen, 2000).…”

Section: Hrm Practice and Employee Work-related Perceptionsmentioning

confidence: 99%

Impact of Nationality on Employees’ Perception towards Human Resource Management Policies

Cherian¹,

Jacob²

2012

ASS

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Globalisation has led to opening up avenues when it comes to business opportunities. Multinational Organizations nowadays tend to have a presence in various nations and also have a tendency to employ a diverse work force. Therefore the HR department has had to make a lot of changes in the way their organizations work culture is developed since they have to incorporate the views and culture of employees from diverse backgrounds. It is important to understand their views and to determine how the HRM policies affect them. This study delves into the concept of employee perceptions on various HRM policies from the perspective of one's nationality. A cross sectional survey and quantitative survey methodology was adopted for this study. The study determines that if individuals perceive certain practices in a positive light, then there's a very good chance that they will consider the rest of the HR practices with the same positive outlook and vice versa.

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“…In addition, they suggested that the Chinese SEMs should consider both western practice and Chinese characteristics for better development. Marler and Fisher [4] reviewed 40 documents to examine the electronic HRM studies. They claimed that more empirical studies about electronic HRM and strategic HRM should be taken from a macro point of view.…”

Section: Introductionmentioning

confidence: 99%

Exploring Knowledge Domain and Evolution of Human Resource Management Research: A Bibliometric Analysis

He¹,

Wu²

2017

dtem

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Abstract. The main purpose of this study is to reveal the current status and future development trends of the researches on human resource management (HRM) by adopting bibliometric techniques and information visualization technology. The research data are based on 5380 published documents which were retrieved from the three famous retrieval systems SCI-EXPANDED, SSCI and A&HCI with the topic search of "human resource management". Based on CiteSpace and bibliometric techniques, we construct the document co-citation network to screen out the highly representative document and explore the popular topics on HRM. The research results of this study can undoubtedly provide help for future works on HRM.

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An evidence-based review of e-HRM and strategic human resource management

Abstract: Abstract. One stated purpose of electronic human resource management (e-HRM

Cited by 267 publications

References 78 publications

A Comprehensive Review of E-HRM in Service SMEs in Jordan

A Comprehensive Review of E-HRM in Service SMEs in Jordan

Impact of Nationality on Employees’ Perception towards Human Resource Management Policies

Exploring Knowledge Domain and Evolution of Human Resource Management Research: A Bibliometric Analysis

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