Unveiling the relationship between e-HRM, impersonal trust and employee productivity

Abstract

Purpose This study draws upon social exchange theory to explore the role of impersonal trust as an intermediate value-creating factor between electronic human resource management (e-HRM) and productivity. The purpose of this paper is to seek the antecedents and consequences of impersonal trust within organisations to provide a holistic view of e-HRM and employee productivity. This is the first study to examine how impersonal trust mediates the relationship between e-HRM and employee productivity. Design/methodology/approach The data were collected through a large-scale survey of 700 line managers in Pakistani banks. The data were analysed using structure equation modelling. Findings The empirical results validate all of the study’s hypotheses, including the role of impersonal trust, which partially mediates the relationship between e-HRM and employee productivity. The results provide empirical evidence that technology-enabled HRM supports organisations by enhancing organisational trust and productivity outcomes. Originality/value Such findings contribute to the HRM literature: e-HRM and organisational trust are key predictors for improving employee productivity. The existing literature suggests that e-HRM has a positive impact on employees’ trust in the HRM department. The results provide valuable insights for HR practitioners allowing them to enhance employee productivity by using e-HRM to improve employees’ trust in the organisation.

Optimalisasi Aset Teknologi Dalam Implementasi E-Hrm Untuk Meningkatkan Produktivitas Karyawan

“…Teori AST berfokus pada faktor sosial dan relasional melalui penggunaan teknologi (DeRosa et al, 2004). Penerapan teknologi pada HRM dapat memudahkan arus transaksi dari aktivitas HRM, meningkatkan kecepatan proses HR, meningkatkan komunikasi antar karyawan yang dapat memudahkan pengambilan keputusan strategis terkait HRM untuk mencapai tujuan strategis perusahaan, mengurangi tugas administratif staf HR karena karyawan dapat mengisi data pribadi tanpa melalui staf, dan mengumpulkan, membuat dan mentrasfer pengetahuan yang dibutuhkan lebih akurat dan cepat untuk proses pelatihan dan pengembangan karyawan (Iqbal et al, 2019;Marler & Parley, 2016). Berdasarkan uraian tersebut maka model penelitian ini dapat digambarkan seperti berikut: Gambar 1.…”

“…Selanjutnya, jika dilihat dari besar pengaruhnya dapat diketahui bahwa e-HRM memiliki arah pengaruh yang positif terhadap produktivitas karyawan. Hasil penelitian tersebut sesuai dengan hasil penelitian Iqbal et al (2019) yang menemukan bahwa penggunaan praktik e-HRM dapat berpengaruh secara langsung dan signifikan positif terhadap produktivitas karyawan. Selain itu, hasil penelitian ini juga mengonfirmasi hasil penelitian (Bondarouk, Harms, & Lepak, 2017) yang menyatakan bahwa e-HRM dapat menciptakan nilai tambah bagi perusahaan dengan meningkatkan efektivitas praktik manajemen HR dan mempercepat proses aktivitas HR sehingga karyawan dapat lebih mudah dan cepat mencapai tujuan organisasi.…”

Context, governance, associational trust and HRM: diversity and commonalities

“…Most of these studies, even when they note the importance of contextual factors, are of HRM in a single country (see e.g., Hu and Jiang, 2018;Iqbal et al, 2019;Blunsdon and Reed, 2003;Tremblay et al, 2010), though more recently there have been cross-country studies. These, however, tend to assign differences to 'culture', even if they do not measure their items against cultures (Iqbal et al, 2019;Jiang et al, 2017).…”

The Impact of HRM Digitalization on Employee Performance in the RMG Industry of Bangladesh

“…Recently, information technology has played a major role in both the workplace and our daily lives (Iqbal, Ahmad, & Allen, 2019). It is also essential for fostering organizational development and success (Alibekova et al, 2019).…”

“…It is also essential for fostering organizational development and success (Alibekova et al, 2019). Due to globalization and technology, the national economy is become increasingly sophisticated and unpredictable (Iqbal et al, 2019). To gain a competitive advantage, businesses in this position need to be more innovative than their competitors (Njoku et al, 2020).…”