Welcome to the InfoSci Platform
Reference Hub27
The Impact of E-HRM Usage on HRM Effectiveness: Highlighting the Roles of Top Management Support, HR Professionals, and Line Managers

The Impact of E-HRM Usage on HRM Effectiveness: Highlighting the Roles of Top Management Support, HR Professionals, and Line Managers

Yaser M. Al-Harazneh, Ismail Sila
Copyright: © 2021 |Volume: 29 |Issue: 2 |Pages: 30
ISSN: 1062-7375|EISSN: 1533-7995|EISBN13: 9781799859017|DOI: 10.4018/JGIM.2021030107
Cite Article Cite Article

MLA

Al-Harazneh, Yaser M., and Ismail Sila. "The Impact of E-HRM Usage on HRM Effectiveness: Highlighting the Roles of Top Management Support, HR Professionals, and Line Managers." JGIM vol.29, no.2 2021: pp.118-147. http://doi.org/10.4018/JGIM.2021030107

APA

Al-Harazneh, Y. M. & Sila, I. (2021). The Impact of E-HRM Usage on HRM Effectiveness: Highlighting the Roles of Top Management Support, HR Professionals, and Line Managers. Journal of Global Information Management (JGIM), 29(2), 118-147. http://doi.org/10.4018/JGIM.2021030107

Chicago

Al-Harazneh, Yaser M., and Ismail Sila. "The Impact of E-HRM Usage on HRM Effectiveness: Highlighting the Roles of Top Management Support, HR Professionals, and Line Managers," Journal of Global Information Management (JGIM) 29, no.2: 118-147. http://doi.org/10.4018/JGIM.2021030107

Export Reference

Mendeley
Favorite Full-Issue Download

Abstract

This study investigated the impact of electronic human resource management (e-HRM) implementation on the effectiveness of HRM system. The framework of this study was guided by three theories: unified theory of acceptance and use of technology, the social exchange theory, and the leader-member exchange theory. Covariance-based structural equation modelling was used to test the proposed model and hypotheses. The sample consisted of 282 responses from the employees of two telecommunications companies in Jordan. The research findings suggested that performance expectancy had a significant positive effect on behavioural intention to use an e-HRM system, whereas effort expectancy did not. Facilitating conditions had a positive significant impact on e-HRM system usage. Top management support and the HRM role of line managers positively affected behavioural intention to use e-HRM and actual usage of e-HRM, whereas the effect of HR professionals on e-HRM usage was negative. Finally, the actual usage of e-HRM had a significant impact on HRM system effectiveness.