Electronic Human Resource Management: challenges in the digital era

Bondarouk, Tatiana; Ruel, Hubertus Johannes Maria

doi:10.1080/09585190802707235

Cited by 289 publications

(186 citation statements)

References 17 publications

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“…The impact of rising TI is corroborated as employees feel the rising pressure related with gaining new skills (Lukaszewski et al, 2008) to fulfill the requests for cost reduction (Bondarouk and Ruël, 2009), to exploit process improvements (Tansley et al, 2001), as well as to realize time savings (Strohmeier, 2007), in way which they can employ well qualified personnel in minimum time. Ferratt (2005) suggested that a task focused orientation of a human resource, focuses particularly on increasing a worker's short-term performance, and generates a higher level of turnover than configuration that focuses on the worker.…”

Section: Perceived Usefulnessmentioning

confidence: 88%

Technology Acceptance Model, Organizational Commitment and Turnover Intention: A Conceptual Framework

Parvari¹,

Anvari²,

Mansor³

et al. 2015

RES

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Information system is being implemented to improve job performance and facilitate employees' work. However, implementing Information system has some negative impacts on employees and organization if employees do not accept it. Several previous studies investigated some consequences of information technology such as turnover intention and job satisfaction. This study provides a conceptual framework that shows other independent consequences of information system implementation. The model presented the impact of attitude towards using information technology on three components of organizational commitment (formative, normative and continuance). It also addresses the impact of attitude towards using information technology on turnover intention directly and via organizational commitment. Based on technology acceptance and its consequences, we develop a number of testable propositions that can guide to further research on work related outcome due to technology acceptance. Finally, we provide some recommendations for future research.

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Section: Perceived Usefulnessmentioning

confidence: 88%

Technology Acceptance Model, Organizational Commitment and Turnover Intention: A Conceptual Framework

Parvari¹,

Anvari²,

Mansor³

et al. 2015

RES

View full text Add to dashboard Cite

show abstract

“…The combination of the need to work more effectively and efficiently on the one hand and the possibilities of current ICT on the other, has resulted in the rapid development of electronic HR systems and applications (e-HRM) (Stone and Lukaszewski, 2009;Yusliza and Ramayah, 2012). Although a variety of definitions exist for e-HRM, ranging from those based on system functionality to those that see it as an overall approach to HR management, for the purposes of this paper, e-HRM will be defined as the administrative support of the HR function in organizations by using information technologies, aiming at creating value within and across organisations of the targeted employees and management (Bondarouk & Ruël, 2009). Strohmeier (2007) defines e-HRM as the application of information technology for foundation for positioning and comparing e-HRM success research, and can provide HR managers with a useful framework for evaluating e-HRM success.…”

Section: Introductionmentioning

confidence: 99%

Evaluating E-HRM success: A Validation of the Information Systems Success Model

Alshibly¹

2014

ijhrs

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While a considerable amount of research has been conducted on information systems success models, little research has been carried out to address the conceptualization and measurement of e-HRM success within organizations. Whether or not traditional IS success models can be extended to assessing e-HRM success is rarely addressed. This study provides the first empirical test of an adaptation of DeLone and McLean's IS success model in the context of e-HRM. The model consists of six dimensions: information quality, system quality, service quality, use, user satisfaction, and perceived net benefit. Structural equation modelling techniques is applied to data collected by questionnaire from 104 Human Resources (HR) managers and HR employees from a large Jordanian governmental ministry. The hypothesized relationships between the six success variables are significantly supported by the data. The findings provide several important implications for HR research and practice. This paper concludes by discussing the limitations of the study, which should be addressed in future research.

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“…Another paper found that while the systems and their impacts have been studied, very little of those studies examined the technology used by HRIS and its impact on HRM (Ball, 2001). Bondarouk and Ruël (2009) noted that research on the field seems to have stalled or is simply duplicating itself and instead believe that the focus should be on the consequences to entire organisations when HR systems are implemented, taking a larger view of the field.…”

Section: Literature Reviewmentioning

confidence: 99%

An analysis of human resource information systems courses in accredited schools of business

Hoell

Oravec

Hoell

et al. 2012

IJIOME

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A study was conducted to gauge the extent to which accredited schools of business offered coursework in human resource information systems. The courses were also evaluated to understand the teaching emphasis and methodology, the type of software or other technology used, and whether courses focused on imparting the students with more general or applied knowledge. The results of this study showed a wide range of diversity in terms of teaching methods and topics covered in the courses. Further research is 8 R.C. Hoell et al.needed to determine the kinds of software taught across Association to Advance Collegiate Schools of Business accredited schools, as well as specifics on course architecture.

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Electronic Human Resource Management: challenges in the digital era

Cited by 289 publications

References 17 publications

Technology Acceptance Model, Organizational Commitment and Turnover Intention: A Conceptual Framework

Technology Acceptance Model, Organizational Commitment and Turnover Intention: A Conceptual Framework

Evaluating E-HRM success: A Validation of the Information Systems Success Model

An analysis of human resource information systems courses in accredited schools of business

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