The present study builds on diffusion of innovation (DOI) and institutional theories to address the current lack of cross-national studies on e-HRM adoption and usage. The core research question asks about the factors influencing e-HRM adoption and usage for HRM. We analysed direct effects related to country, organizational and HRM factors among 3815 organizations in 21 countries in a multilevel approach. The results largely supported the hypotheses. Specifically, national systems supporting innovative behaviours determine the extent of e-HRM adoption. The economic sector of activity, size, global competition and educational level were associated with e-HRM adoption and usage at the organizational level. Moreover, a strategic orientation of the HR function seems to be a prerequisite for e-HRM adoption and usage. The theoretical and practical implications are discussed.

E-HRM adoption and usage: a cross-national analysis of enabling factors / A. Lazazzara, E. Galanaki (LECTURE NOTES IN INFORMATION SYSTEMS AND ORGANISATION). - In: Digital technology and organizational change : Reshaping technology, people, and organizations towards a global society / [a cura di] C. Rossignoli, F. Virili, S. Za. - [s.l] : Springer International Publisher, 2018. - ISBN 9783319620503. - pp. 125-140 [10.1007/978-3-319-62051-0_11]

E-HRM adoption and usage: a cross-national analysis of enabling factors

A. Lazazzara;
2018

Abstract

The present study builds on diffusion of innovation (DOI) and institutional theories to address the current lack of cross-national studies on e-HRM adoption and usage. The core research question asks about the factors influencing e-HRM adoption and usage for HRM. We analysed direct effects related to country, organizational and HRM factors among 3815 organizations in 21 countries in a multilevel approach. The results largely supported the hypotheses. Specifically, national systems supporting innovative behaviours determine the extent of e-HRM adoption. The economic sector of activity, size, global competition and educational level were associated with e-HRM adoption and usage at the organizational level. Moreover, a strategic orientation of the HR function seems to be a prerequisite for e-HRM adoption and usage. The theoretical and practical implications are discussed.
E-HRM adoption; E-HRM usage; Diffusion of innovation; theory Institutional; theory Global innovation index; Cranet
Settore SECS-P/10 - Organizzazione Aziendale
2018
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/2434/561972
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