Sustainable electronic human resource management systems and firm performance: an empirical study

Bag, Surajit; Dhamija, Pavitra; Pretorius, J.H.C.; Chowdhury, Abdul Hannan; Giannakis, Mihalis

doi:10.1108/ijm-02-2021-0099

Cited by 31 publications

(33 citation statements)

References 95 publications

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“…, 2021), eHRM adoption (Muisyo and Qin, 2021), eHRM diffusion success (Kupper et al. , 2021) and the outcome of eHRM implications (Bag et al , 2021). With the increasing importance and penetration of mobile devices, organisations started using mobile application platforms to manage human resource activities, and the mobile human resource management (mHRM) app evolved.…”

Section: Introductionmentioning

confidence: 99%

“…Hence, it is crucial to investigate why organisations resist using the mHRM app. Although attempts have been made in previous HRM literature to examine employees' behavioural intention towards eHRM (Al-Harazneh and Sila, 2021; Bag et al , 2021; Johnson et al , 2021), only scant efforts have explored the organisations' intentions towards adoption and usage of mobile applications for managing human resources and limited efforts have examined why employees resist the use of the mHRM app. Literature highlighted the bright side of technology adoption but limited efforts were made to examine the dark side of technology adoption.…”

Section: Introductionmentioning

confidence: 99%

“…Organisations use online platforms to perform various activities of HRM such as talent management (Johnson et al, 2021), performance appraisal (Gardas et al, 2019) and compensation management (Al-Harazneh and Sila, 2021). Due to the reported increasing adoption of eHRM in previous literature, several attempts have been made to examine the efficiency of eHRM compared to traditional HRM (Gardas et al, 2019;Al-Harazneh and Sila, 2021;Johnson et al, 2021), eHRM adoption (Muisyo and Qin, 2021), eHRM diffusion success (Kupper et al, 2021) and the outcome of eHRM implications (Bag et al, 2021). With the increasing importance and penetration of mobile devices, organisations started using mobile application platforms to manage human resource activities, and the mobile human resource management (mHRM) app evolved.…”

Section: Introductionmentioning

confidence: 99%

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Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

Shankar

Nigam

2021

IJM

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PurposeThe mobile human resource management application (mHRM app) has recently been seen as an innovative cloud-based solution to manage human resource management (HRM) within organisation. Despite its great potential, organisations have shown resistance towards the usage of the mHRM app. This study investigates the dark side of electronic HRM (eHRM) by examining factors affecting HR professionals' resistance to the mHRM app using status quo bias (SQB) theory. The study also examines the moderating effect of personal innovativeness.Design/methodology/approachResponses were collected from 239 HR professionals using an online survey. Structural equation modelling (SEM) and PROCESS macro were used to examine the hypotheses.FindingsThe results indicated that regret avoidance, inertia, switching costs and perceived threat significantly affect HR professionals' resistance towards mHRM app adoption. Results also indicated that high personal innovativeness negatively moderates the association between inhibitors and resistance to adopt the mHRM app.Practical implicationsThe study's findings will help HR professionals reduce their resistance towards mHRM app adoption.Originality/valueThis study enriches eHRM, mobile applications and the SQB literature.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

Shankar

Nigam

2021

IJM

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“…The integration of IT in HRM enhances its strategic contribution, which in turn is crucial in developing a competitive advantage through unique human capital (Bondarouk et al ., 2017a, b; Marler and Parry, 2016). Further, a sustainable e-HRM system has been also observed to improve the performance of an organization (Bag et al , 2021).…”

Section: Introductionmentioning

confidence: 99%

A dark side of e-HRM: mediating role of HR service delivery and HR socialization on HR effectiveness

Talukdar

Ganguly

2021

IJM

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PurposeThe primary aim of this paper is to study a dark side of e-HRM concerning its parallel effect on human resource (HR) socialization and HR service delivery and the consequent impact of perceived HR effectiveness.Design/methodology/approachThe current study started with an in-depth review of the extant literature in the field of e-HRM to derive a set of constructs. Based on the theoretical foundation of the identified constructs, the current study went on to derive a set of hypotheses, which was subsequently validated using the uses the quantitative technique of PLS-SEM. A primary survey, in the form of a structured questionnaire, was used as the source for data collection on a sample size of 276 from the Indian industrial domain. Careful attention was paid to eliminate the common method bias in the study.FindingsThe findings of this study show a simultaneous significant full mediation effect of both HR service delivery and HR socialization is the relationship between e-HRM and HR effectiveness. However, e-HRM has a strong and significant negative effect on HR socialization. Though HR socialization is positively related to HR effectiveness, the significantly reduced level of HR socialization as a consequence of adaption of e-HRM had negatively affected the perceived HR effectiveness.Originality/valueAlthough the dark side of e-HRM has been recognized by academicians and practitioners alike, its implications have seldom been studied in the academic literature. The current study intends to shed some light on this important, but sparsely discussed topic. Further, this study makes significant and meaningful contributions in the literature of e-HRM by empirically studying together the positive and negative consequences of e-HRM and its effects on HR effectiveness. Several e-HRM scholars have discussed the implications of e-HRM adoption and highlighted the negative impacts of e-HRM, and traversing the same path, the current study advances the literature by empirically investigating the effect of e-HRM on the dehumanization of HR processes and practices.

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“…Effective HRIS functionalities are expected to assist the health sector in supporting the health workforce retention and also identify unreasonable remuneration packages for a better-skilled workforce decision of which the current HRIS in the South African health sector is not able to achieve (Beulen, 2009;Mabaso, 2020). This situation has created dissatisfaction in health workforce sustainability in South Africa, which requires a need to conduct studies in identifying ways that the government can assist to uplift the standard of HRIS through the inclusion of the required functionalities for health workforce retention and sustainability in South Africa (Bag, Dhamija, Pretorius, Chowdhury, & Giannakis, 2021).…”

Section: Hris Functionality In the Health Sectormentioning

confidence: 99%

Descriptive literature review of human resource information systems (HRIS) adoption issues in the health sector, South Africa

Iwu

Udekwe

Harpe

et al. 2021

IJRBS

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No organisation is ever static. For several reasons, each organisation reviews its aims and objectives from time to time. These reasons may be internally or externally driven. They could also be politically, economically and or socially motivated. Research has established that most of the attempts at bringing about change are based on the needs of employees and customers. Essentially, for the purposes of better management of employees and customers, human resource information systems (HRIS) are touted as the panacea for effective and efficient health sector service delivery. Focusing on South Africa, this paper used the descriptive literature review method to determine HRIS adoption issues within the health sector of South Africa. As an important sector in any growing economy, the health sector in our view benefits from a constant review of its mission. Within the context of South Africa, substantial emphasis is yet to be placed on health sector effectiveness. Elsewhere, in other regions and continents, research on HRIS adoption within the health sector suggests that its adoption is problematic but useful. The South African health sector is yet to fully embrace this technology and as a result is suffering from employee dissatisfaction, brain drain, and general maladministration. Investment in HRIS research is therefore instructive especially within the context of South Africa. What we have found through this review is that investing in HRIS is crucial; however, it requires thorough consideration for its funding, infrastructural support, and skilled manpower among others.

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Sustainable electronic human resource management systems and firm performance: an empirical study

Cited by 31 publications

References 95 publications

Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

Explaining resistance intention towards mobile HRM application: the dark side of technology adoption

A dark side of e-HRM: mediating role of HR service delivery and HR socialization on HR effectiveness

Descriptive literature review of human resource information systems (HRIS) adoption issues in the health sector, South Africa

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