Maximizing e-HRM outcomes: a moderated mediation path

doi:10.1108/MD-07-2015-0269

2016-06-20

PRE

Spiros Panos *

Victoria Bellou

DOI：10.1108/MD-07-2015-0269

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摘要

En 中文

Purpose - Rapid technological changes have turned electronic-human resource management (e-HRM) into a significant academic and managerial agenda. The purpose of this paper is to examine the impact that different types of e-HRM goals have on distinct types of e-HRM outcomes and an explanatory mechanism, by incorporating HRM role as a mediator and IT users' acceptance as a moderator. Design/methodology/approach - HR managers of all organizations that adopt some form of e-HRM systems in Greece were asked to participate in the study. The responses of 80 out of 167 managers were analyzed through various methods, including exploratory factor analysis, cross-tabulations, and bootstrapping. Findings - Evidently, regarding HRM roles and outcomes interaction, administrative experts tend to achieve primary outcomes whereas change strategists achieve transformational outcomes. Moreover, information technology (IT) users' acceptance moderates the mediating effect of e-HRM goals on e-HRM outcomes. Research limitations/implications - The limited sample and the cross-sectional design of the study are its key limitations. Practical implications - The findings can facilitate HR manager's effort to make the most out of e-HRM systems introduced, by stressing the influence of HR role adopted and IT users' acceptance. Prior to e-HRM adoption, HR role and workforce must be prepared to fit, respectively, e-HRM goals and the expected outcomes. Additionally, apparently the outcomes to be realized through the adoption of e-HRM system may significantly differ in type, based on the goals set. Originality/value - Albeit expected e-HRM outcomes are multiple and crucial for organizations nowadays, extant evidence is scarce. The moderated mediation model indicates that e-HRM outcomes to be realized largely depend upon other HRMrole and IT users' acceptance, rather than e-HRM goals initially set.

Keyword:

Information technology

Outcomes

Human resource development

Goals

HRM

Human resource management