The effect of electronic human resource management on electronic human resource management macro-level consequences: the role of perception of organizational politics

Abstract

PurposeThe purpose of this paper is to investigate the mediating role of perceived organizational politics on the relationship between electronic human resource management (e-HRM) use and e-HRM macro-level consequences.Design/methodology/approachThe paper uses a cross-sectional survey of HR professionals, line managers and information technology specialists. A purposive stratified sampling technique is employed. The analyses of data make use of regression and process macro in SPSS analysis.FindingsThe effect of e-HRM use on e-HRM macro-level consequences is partially mediated by perceived organizational politics.Practical implicationsOrganizations can invest in e-HRM use alongside other HR practices such as, emotional intelligence training, to reduce the negative effects of perceived organizational politics and in the process enhance employee attitudes and performance.Originality/valueThe study enriches the scope through which the interaction between e-HRM use and perceived organizational politics is viewed. The study was conducted in Zimbabwe, demonstrating that the indirect effect of e-HRM use on e-HRM macro-level consequences is not limited to developed economies.

Examining the Effectiveness of Virtual Training under the Kirkpatrick Model: A Post-COVID Study

“…According to Malik et al [4] , training is essential to establishing a two-handed context for implementing various innovations in the healthcare sectors, particularly in poor nations. According to Nyathi [5] , the HR (Human Resource) function becomes a strategic partner to assist firms in taking strategic initiatives, concentrating on the tasks at hand, and adding value. Ishaq et al [6] centered their study on the push factors for employee economic development as well as cultural variations in the links between HRM-CSR (Human Resource Management-Corporate Social Responsibility) performances.…”

“…According to Priyashantha [12] , the adoption of E-HRM (Electronic Human Resource Management) and the outcomes it produces are influenced by the aim, perceived effectiveness, effort and performance expectations, social influence, and support for communication technology. Nyathi [5] put up an integrated model that improves the utilization of E-HRM and its effects. The six dimensions of the dark side of HRM, according to Bhel et al [13] , can be investigated and used in future studies with the PROMPT (Proactive Recruitment of Multi-cultural Professionals for Tomorrow) model.…”

A balanced treatment of perceived organizational politics: A review of the positive influences

“…An understanding of POPs, given their far-reaching effects on key organizational variables such as organizational performance, organizational citizenship behavior, and organizational justice (Bedi and Schat, 2013;Nyathi, 2022), is a reality that management practitioners ought to understand and appreciate. Therefore, this study focuses on POPs, a phenomenon that is viewed as a necessity for organizational growth (Maslyn et al, 2017;Mazzola et al, 2019).…”

“…The phenomenon is a "perception of an individual's behavior that is not accepted by formal authority and may or may not affect organizational goals" (Khan et al, 2022). The POP outcomes are manifested in employee attitudes, behavior, and organizational performance (Nyathi, 2022).…”

“…As such, POPs may have both functional and dysfunctional consequences, depending on the self-serving or benevolent volition of decision-makers (Kapoutsis and Thanos, 2016; Gotsis and Kortezi, 2011;Landells and Albrecht, 2017). The positive side (Eldor, 2017;Landells and Albrecht, 2017;Nyathi, 2022) is gaining traction in challenging the exclusivity of the self-interest assumption.…”