E-HRM practices and sustainable competitive advantage from HR practitioner’s perspective: A mediated moderation analysi

Abstract

This paper seeks to investigate the impact of Electronic Human Resource Management (e-HRM) practices on attaining Sustainable Competitive Advantage (SCA) in the context of the Jordanian Industrial Sector (JIS) and identify the mediating role of e-HRM Perceived Usefulness (PU) and e-HRM Perceived Ease of Use (PEOU). Furthermore, it investigates the moderating role of User Satisfaction and e-HRM Continuance Usage Intention. To achieve the paper objectives, a Mediated-Moderation Model was designed. The researchers distributed (750) questionnaires, (615) questionnaires were returned and validated for analysis in HRM and development divisions and based on a Census method with the response rate was about (82%). The ‘Structural Equation Modeling’ (SEM) methodology was used, and for analysis, SPSS and Amos were applied. The results indicated that e-HRM practices had significant influence on SCA. The paper also demonstrated that there was a significant mediate effect of TAM constructs on the relationship between e-HRM practices and SCA. Finally, the findings indicated that the user satisfaction and e-HRM continuance usage intention did not moderate the relationship between e-HRM-PEOU and PU and SCA path.

The relationship between electronic human resource management and employee job satisfaction in organizational value-creation in Africa: the case of Zimbabwe

“…The e-HRM use variable is treated as an independent variable in this study (Talukdar and Ganguly, 2021; Shamout et al. , 2022), implemented to bring forth a wide range of intended consequences.…”

“…, 2022), implemented to bring forth a wide range of intended consequences. It was developed from validated research instruments (Wahyudi and Park, 2014; Talukdar and Ganguly, 2021; Shamout et al. , 2022).…”

The effect of digital supply chain on lean manufacturing: A structural equation modelling approach

“…Digital information technologies require the presence of a smart mobile phone, computer, or tablet; the ability to use the Internet to obtain information from websites; the use of e-mail; the ability to send and receive text messages; and the ability to use applications on a Smartphone. Digital HR is the use of web technologies to implement human resource management policies and procedures (Shamout et al, 2022). Digital transformation requires new skills for employees because it creates new ways of doing work and may provide new job opportunities that did not exist before.…”

Investigating the E-HRM functions and its impact on banks performance: case of commercial banks in Pakistan

“…It is quite difficult to come up that characterizing and assessing E-HRM and information technology because technology includes both physical and functional properties (Dede, 2020;Imran et al, 2021) Information technology is a body made up of physical components (such as hardware, software, and communication network infrastructure), but it differs from people in that it is believed that without human use, physical technology has no value in the organizational endeavor (Shamout et al, 2022). As a result, in this investigation, E-HRM is made up of specially arranged computer hardware, software, and electronic working resources.…”

“…Banking institutions all over the world face numerous HRM challenges such as high labour cost and turnout, recruitment, and training that directly influence their performance. Achievement of organizational outcomes is the desire of banking organizations that operate in a saturated and highly competitive environment (Shamout et al, 2022). Value creation always remained an integral part of the core strategy in the banking sector.…”