This study is based on a configurational approach and aims to provide systematic knowledge on which configurations of e-HRM adoption actually exist at the global level. We operationalised e-HRM configuration as a combination of the actual degree of technological presence and the degree to which the technology is used to enable HRM activities. The core research questions addressed in this paper are: Which configurational types exist in e-HRM adoption? Which contextual factors explain the emergence of a certain configurational type of e-HRM? We adopted an exploratory cross-national research design and performed a cluster analysis among 5854 companies operating in 31 countries. According to our findings four types of e-HRM configurations can be identified named “non-usage”, “HR primacy”, “Integrated e-HRM”, and “IT primacy”. In particular, the lack of cooperation between IT and HR departments generates hybrid e-HRM configurations and unsuccessful adoption. Moreover, organizational size, SHRM and competing in international markets contribute more to determine the actual type of e-HRM configuration. Our results suggest also that the effect of national policies triggering innovation on e-HRM configurations should be considered rather than broader geographical clusters
A cross-national analysis of e-HRM configurations: integrating the information technology and HRM perspectives / G. Galanaki, A. Lazazzara, E. Parry (LECTURE NOTES IN INFORMATION SYSTEMS AND ORGANISATION). - In: Organizing for Digital Innovation. At the Interface Between Social Media, Human Behavior and Inclusion / [a cura di] A. Lazazzara, R.C.D Nacamulli, C. Rossignoli, S. Za. - [s.l] : Springer International Publisher, 2019. - ISBN 9783319904993. - pp. 261-276 [10.1007/978-3-319-90500-6_20]
A cross-national analysis of e-HRM configurations: integrating the information technology and HRM perspectives
A. Lazazzara;
2019
Abstract
This study is based on a configurational approach and aims to provide systematic knowledge on which configurations of e-HRM adoption actually exist at the global level. We operationalised e-HRM configuration as a combination of the actual degree of technological presence and the degree to which the technology is used to enable HRM activities. The core research questions addressed in this paper are: Which configurational types exist in e-HRM adoption? Which contextual factors explain the emergence of a certain configurational type of e-HRM? We adopted an exploratory cross-national research design and performed a cluster analysis among 5854 companies operating in 31 countries. According to our findings four types of e-HRM configurations can be identified named “non-usage”, “HR primacy”, “Integrated e-HRM”, and “IT primacy”. In particular, the lack of cooperation between IT and HR departments generates hybrid e-HRM configurations and unsuccessful adoption. Moreover, organizational size, SHRM and competing in international markets contribute more to determine the actual type of e-HRM configuration. Our results suggest also that the effect of national policies triggering innovation on e-HRM configurations should be considered rather than broader geographical clustersFile | Dimensione | Formato | |
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