Abstract
Electronic Human Resource Management (e-HRM) is often assumed to increase HRM service quality. This paper empirically examines the relationship between e-HRM and HRM service quality and addresses two calls from recent e-HRM studies, namely to highlight (i) the importance of the interplay between technological and organizational aspects and (ii) the finding that improved HRM service quality is a consequence of e-HRM implementation. We argue that the key drivers of HRM service quality are the strengths both of HRM and of e-HRM. The relationship may be mediated by the frequency of e-HRM usage. In addition, building on Adaptive Structuration Theory, the degree to which mediation occurs may differ within regimes of high and low e-HRM appropriation. We use moderated mediation analysis on a sample of 140 employees of an administration unit to shed light on the drivers of HRM service quality. While we identify strong positive direct effects of HRM strength and of e-HRM strength, we fail to uncover either mediation or contingent mediation effects. The study contributes to e-HRM research by identifying the main antecedent of HRM service quality as HRM strength.
Original language | English |
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Pages (from-to) | 1332-1362 |
Number of pages | 31 |
Journal | International journal of human resource management |
Volume | 28 |
Issue number | 9 |
Early online date | 24 Dec 2015 |
DOIs | |
Publication status | Published - 15 May 2017 |
Keywords
- METIS-314169
- IR-98902
- Adaptive Structuration Theory
- e-HRM
- e-HRM appropriation
- e-HRM use
- HRM service quality
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