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

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amit Shankar ◽  
Achint Nigam
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Online Survey ◽  
Dark Side ◽  
Perceived Threat ◽  
Content Type ◽  
Factors Affecting ◽  
Personal Innovativeness

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.

Feasibility of implementing the human resource payroll management system based on cloud computing

Kybernetes ◽  
2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Min Zhao ◽  
Kamran Rabiei
Keyword(s):  
Cloud Computing ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Structural Equation ◽  
Equation Modeling ◽  
Computing Technology ◽  
Cross Sectional ◽  
Content Type

PurposeThe present study is descriptive research in terms of purpose, descriptive analysis in terms of nature and cross-sectional research in terms of time. The study’s statistical population includes all employees and managers of the China City Organization selected as sample members using random sampling method and Krejcie table of 242 people. The questionnaire was modified and revised based on the goals, tasks and mission of the target organization to collect information. In data analysis, due to the normality of data distribution, the structural equation modeling method is used to evaluate the causal model, reliability and validity of the measurement model. Evaluation and validation of the model are done through the structural equation model. Questionnaire-based model and data are analyzed using Smart PLS 3.0. The main purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.Design/methodology/approachNew technologies require innovative approaches for creating valuable opportunities in an organization to integrate the physical flows of goods and services and financial information. Today, cloud computing is an emerging mechanism for high-level computing as a storage system. It is used to connect to network hosts, infrastructure and applications and provide reliable services. Due to advances in this field, cloud computing is used to perform operations related to human resources. The role, importance and application of cloud computing in human resource management, such as reducing the cost of hardware and information software in hiring, job planning, employee selection, employee socialization, payroll, employee performance appraisal, rewards, etc., is raised. This way, human resource management teams can easily view resumes, sort candidates and observe and analyze their performance. Cloud computing is effective in implementing human resource payroll management systems. Therefore, the primary purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.FindingsTesting the research hypotheses shows that the dimension desirability of ability and acceptance is provided in dimensions related to the minimum conditions required to implement cloud computing technology in the organization. For this reason, the feasibility of implementing the systems based on cloud computing in companies must be considered.Research limitations/implicationsThis study also has some limitations that need to be considered in evaluating the results. The study is limited to one region. It cannot be assured that the factors examined in other areas are effective. The research design for this study is a cross-sectional study. It represents the static relationship between the variables. Since cross-sectional data from variable relationships are taken at a single point in time, they are collected in other periods. As a proposal, future researchers intend to investigate the impact of Enterprise Resource Planning (ERP) systems based on cloud computing.Practical implicationsThe research also includes companies, departments and individuals associated with systems based on cloud computing.Originality/valueIn this paper, the feasibility of implementing the human resource payroll management system based on cloud computing is pointed out, and the approach to resolve the problem is applied to a practical example. The presented model in this article provides a complete framework to investigate the feasibility of implementing the human resource payroll management system based on cloud computing.

The mediating effects of psychological contracts on the relationship between human resource management systems and organisational performance

2015 ◽  
Vol 36 (7) ◽  
pp. 1012-1033 ◽  
Author(s):  
Anastasia A. Katou
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Psychological Contracts ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the impact of human resource management (HRM) systems (expressed by content, process and climate) on organizational performance through the mediating role of psychological contracts (expressed by employer and employee promises fulfilment). Design/methodology/approach – The study examines theoretical relationships in the Greek context, based on structural equation modelling (SEM) estimation, using a sample of employees from both private and public sector organizations. Findings – The study finds that the impact of HRM content on organizational performance is less strong compared to its impact through HRM process. Additionally, the study finds that psychological contract partially and positively mediates the HRM – performance relationship, where the impact of HRM on organizational performance through employee promises fulfilment is stronger than that through employer promises fulfilment. Research limitations/implications – The study does not allow for appropriately investigating dynamic causal inferences due to the cross-sectional nature of data. Additionally, considering that Greece is experiencing a severe economic and financial crisis, the findings from this unique context may not generalize across borders. Practical implications – For improving organizational performance, managers and decision makers should make their HRM systems more visible, understandable, legitimate and relevant. At the same time they should make HRM systems more instrumental, valid and consistent of HR messages. Originality/value – Investigations into the relationship between HRM systems and organizational performance have become increasingly common. Nevertheless, empirical studies that measure the influence of HRM systems, which integrate both content and process, on organizational performance are still rare. This paper partially fills this gap.

The effects of human resource management practices on employees’ organisational commitment

2015 ◽  
Vol 23 (3) ◽  
pp. 472-492 ◽  
Author(s):  
Khaled Aladwan ◽  
Ramudu Bhanugopan ◽  
Brian D'Netto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Management Practices ◽  
Middle Eastern ◽  
Organisational Commitment ◽  
Content Type ◽  
Hrm Practices ◽  
Human Resource Management Practices

Purpose – This study aims to examine the effects of human resource management (HRM) practices on organisational commitment (OC) in the Middle Eastern context. Design/methodology/approach – Survey data were collected from 493 front-line employees across a variety of industries in Jordan. A structural equation modelling analysis was performed to delineate the relationship between HRM practices and OC. Findings – A test of the model was conducted using a path analytic approach hypothesising that HRM factors influence OC. The findings indicate that the causal model is consistent with the data and contributes to a fuller understanding of the association between HRM practices and OC. Originality/value – This is the first study that represents a little-researched area of recent times and even less so in Middle Eastern countries. The findings of the study offer new perspectives on how HRM practices have direct and indirect effects on employees’ OC and would assist in reshaping the HR policies in organisations located in the Middle Eastern regions.

Presenting an evaluation model of human resource management’s effect on corporate entrepreneurship

2016 ◽  
Vol 12 (3) ◽  
pp. 228-242 ◽  
Author(s):  
Babak Ziyae
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Evaluation Model ◽  
Corporate Entrepreneurship ◽  
Equation Modeling ◽  
Content Type ◽  
Knowledge Based ◽  
The Relationship

Purpose – The purpose of this paper is to clarify the attention to the elements of human resource strategic management that can promote motivation of employees of knowledge-based institutions for developing corporate entrepreneurship. Design/methodology/approach – This study is considered as an empirical one in terms of objective, and its research methodology is descriptive-correlative type. More specifically, structural equation modeling was used for data analysis. Findings – The findings demonstrate that promotion of skill and knowledge levels of people, as an operational strategy in the development of human resource in knowledge-based institutions, increases the demand for job promotion and enhances employees’ motivation in corporate entrepreneurship. On the other hand, organizational culture moderate the relationship between human resource management and corporate entrepreneurship. Originality/value – This paper fulfills an identified need to study the relationship between human resource management and corporate entrepreneurship. The manuscript creates a paradigm for future studies of the evolution of corporate entrepreneurship and human resource management.

scholarly journals An Analysis of Factors Affecting the Company Performance in Creating the Competitiveness of Furniture and Printing Small-Sized Enterprises in Jayapura City

2015 ◽  
Vol 6 (1) ◽  
pp. 46-55
Author(s):  
Mugiati Mugiati
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Financial Performance ◽  
Human Resource ◽  
Government Policy ◽  
Structural Equation ◽  
Equation Modeling ◽  
Company Performance ◽  
Working Capital ◽  
Factors Affecting

This study aims to identify and analyze the influence of human resource management, production, marketing, working capital, organization, government policy, and competitor on the financial performance and competitiveness of Small-sized enterprise in Jayapura City. Data collection methods used were observation, interviews, and questionnaires, the number of samples is 258 Small-sized enterprises in Jayapura. Data were analyzed by applying SEM (structural equation modeling analysis method by making use of Amos Software. The results showed that the factors of production and government policy factors affect the financial performance and competitiveness of small-sized enterprise in Jayapura. While human resource management, marketing, organization and competitors factors affect the financial performance of small-sized enterprise in Jayapura, but does not affect the competitiveness of small-sized enterprise in Jayapura and working capital factor does not affect the financial performance of small-sized enterprise in Jayapura but affect the competitiveness of small-sized enterprise in Jayapura. Then the financial performance factor affects the competitiveness of small-sized enterprise in Jayapura.

scholarly journals The influence of human resource management practices on job satisfaction

2020 ◽  
pp. 217-222
Author(s):  
G. O. Mazhiyeva
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Online Survey ◽  
Management Practices ◽  
Statistical Significance ◽  
Factors Affecting ◽  
Human Resource Management Practices ◽  
The Impact

Organizations that want to improve their performance should focus on the satisfaction of their employees, because employees who are satisfied with their work are the largest asset in the organization, while unsatisfied employees are its biggest problems and obligations. Much attention should be paid to the problem of measuring employee satisfaction in an organization, since this circumstance clearly describes the current situation of the organization. Understanding how satisfied employees are with the job contains useful information to predict their future behavior and make the right managerial decisions. Human resource management can overcome many challenges by offering various methods that increase employee satisfaction. These methods will help the organization work better. It is imperative that organizations maximize the impact of supportive human resource management practices. The article presents the results of a study aimed at studying human resource management practices affecting employee satisfaction. The study was conducted by an online survey among employees of educational institutions of the city of Almaty. The results revealed practices that significantly affect employee satisfaction, in particular: training and development; awareness raising; democratic approach and fair distribution of power, the provision of authority; providing employment security; stimulation of self-realization and career advancement; initiative management. The socio-demographic factors affecting employee satisfaction were also identified. Indicators such as gender and income showed a high level of statistical significance.

Understanding the link between socially responsible human resource management and competitive performance in SMEs

2018 ◽  
Vol 47 (6) ◽  
pp. 1211-1243 ◽  
Author(s):  
María Paula Lechuga Sancho ◽  
Domingo Martínez-Martínez ◽  
Manuel Larran Jorge ◽  
Jesús Herrera Madueño
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Modeling ◽  
Accurate Information ◽  
Competitive Performance ◽  
Socially Responsible ◽  
Content Type ◽  
Main Research

Purpose Regardless of the noteworthy growth in research and practice associating corporate social responsibility (CSR) with human resource management, little has been written in regard to one major dimension of CSR in small- and medium-sized enterprises (SMEs), as CSR policies and practices are directed toward employees. The purpose of this paper is to develop and test a conceptual framework connecting socially responsible human resource management (SRHRM) to competitive performance that fits small business. Design/methodology/approach In order to get empirical evidence, structural equation modeling technique was applied on the data from 481 Spanish SMEs. Findings Results confirm both the direct contribution of SRHRM to business competitiveness and the multiple effects resulting from including two variables of additional interest for the relationship under study: employee’s commitment and relational marketing. Practical implications One of the main research limitations is that the paper only reflects the perceptions of owners/managers of SMEs. Although it was believed that the respondents give reliable and accurate information about the way their firms are involved in CSR practices, there is a possibility that they might provide incorrect or incomplete information. Originality/value The relationships proposed have never been studied before in context of SMEs. This is a worthwhile endeavor, which makes an empirical contribution.

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

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Surajit Bag ◽  
Pavitra Dhamija ◽  
Jan Harm Christiaan Pretorius ◽  
Abdul Hannan Chowdhury ◽  
Mihalis Giannakis
Keyword(s):  
Resource Management ◽  
Theoretical Model ◽  
Firm Performance ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
Structural Equation ◽  
Content Type ◽  
Hrm Practices ◽  
And Performance

PurposeThe authors aim to investigate whether ability electronic human resource management (e-HRM) practices, opportunity enhancing e-HRM practices and motivation enhancing e-HRM can possibly lead to development of sustainable e-HRM systems. Finally, the authors also examined if sustainable e-HRM systems can enhance firm performance.Design/methodology/approachThe model was developed using dynamic capability view perspective. The study tests theoretical model and presents findings by analysing data (partial least squares structural equation modelling method) gathered from 151 South African firms.FindingsThe findings indicate that ability enhancing e-HRM practices and motivation enhancing e-HRM practices can result in development of sustainable e-HRM systems, and findings also indicate that sustainable e-HRM systems can improve firm performance.Practical implicationsEmphasis is required on ability enhancing e-HRM practices and motivation enhancing e-HRM practices to develop sustainable e-HRM systems. Once workforce understand the complete benefits of e-HRM, they will start using this system on a regular basis for activities including goal setting, and performance measurement. The development of sustainable e-HRM systems will improve firm performance especially from cost control and customer satisfaction perspective.Originality/valueThis study advances the conceptual debate in the e-HRM domain through the development and testing of theoretical model.

Decoding the dark shades of electronic human resource management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manish Gupta ◽  
Yusuf Hassan ◽  
Jatin Pandey ◽  
Ankur Kushwaha
Keyword(s):  
Resource Management ◽  
Technology Adoption ◽  
Human Resource Management ◽  
Human Resource ◽  
Transtheoretical Model ◽  
Work Experience ◽  
Dark Side ◽  
Content Type ◽  
Managerial Implications ◽  
Banking Institutions

PurposeWhile prior studies have highlighted the brighter side of technology adoption in improving human resource (HR) functions, the dark side pertaining to the adoption of technology in people management within organizations has gone relatively unnoticed. The current study tries to demystify the dark side of electronic human resource management (e-HRM) by examining banking institutions in India which are believed to have undergone several transformations in recent years.Design/methodology/approachThis study adopts an inductive qualitative approach to examine the research problem. In total, 53 semi-structured interviews were conducted with the employees of eight public sector banks in India. The interviews were transcribed. The analysis of the data was done using the thematic analysis technique.FindingsThe findings of the study suggest that there is a stratification of the workplace in banking institutions into digital natives and digital migrants. This social stratification is based on technology adoption and usage which has further created problems in the form of knowledge hiding and perceived workplace conflicts.Practical implicationsThe findings of the current study have important theoretical and managerial implications. It not only extends the current scholarship on the transtheoretical model of change but it also has strong managerial implications as it highlights the need for the adoption of customized e-HRM training curriculums for the workforce based on their age, education, work experience and expertise.Originality/valueCurrent research on the dark side of e-HRM is inadequate. Furthermore, the evolution of banking institutions from being a typical bureaucratic organization into a hybrid one has not been examined in the context of e-HRM.

The impact of empowerment-focused human resource management on relationship learning and innovation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Huiying Zhang ◽  
Man Yang ◽  
Baofeng Huo
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Theoretical Explanation ◽  
Equation Modeling ◽  
Content Type ◽  
Hrm Practices ◽  
The Impact

PurposeIn the field of innovation, there is growing interest in exploring the factors that determine the extent to which firms can learn from external sources. However, most previous studies neglect the role of human factors. Little is known about which employee behaviors are desirable for boundary-spanning learning activities and which human resource management (HRM) practices are appropriate to respond to external knowledge transfer across boundaries. To fill this gap, the authors investigate the role of empowerment-focused HRM in interfirm learning and explore the integration of external inputs from the perspective of employees.Design/methodology/approachBased on empirical survey data collected from different countries, the authors test the proposed model with structural equation modeling.FindingsThe authors’ findings indicate that empowerment-focused HRM practices, including job enrichment, job autonomy, teamwork and cross-functional communication, are positively associated with relationship learning.Originality/valueIn this study, the authors present a theoretical explanation for how empowerment-focused HRM may influence firm's innovation through relationship learning process and provide empirical evidence regarding the specific HRM practices that can have different effects on the different phases of relationship learning.

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