e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators

The effects of congruence between digital HRM systems and previous non‐digital HRM systems on firms' data‐driven insights

“…Bhave, Teo and Dalal 2020; Donnelly and Johns 2021; Kellogg, Valentine and Christin 2020), few studies have provided empirical evidence concerning the negative effects of a digital HRM system (Zhou et al. 2022). Our research addresses the gap between the optimistic expectation and the difficulties in practice and investigates the complicated relationship between digital HRM systems and HPWS empirically to improve our understanding of the implementation of digital HRM systems.…”

“…The interplay between the preexisting HRM system and a new digital system can lead to complicated relationships and other consequences (Zhou et al. 2022). Understanding the influence of the interaction between the digital and traditional systems is important with regard to knowing how non‐digital and digital HRM practices can work together and how we can take advantage of digital HRM systems (Meijerink and Bondarouk 2021).…”

“…Nascent research has primarily provided empirical evidence suggesting that digital HRM systems can lead to tremendous benefits for companies by improving their HRM performance (Zhou et al. 2022). Little attention has been given to the possible negative effects of such a system for an organization.…”

Investigating the E-HRM functions and its impact on banks performance: case of commercial banks in Pakistan

“…However, Bondarouk and Ruël (2009) provided a comprehensive view of E-HRM that describes E-HRM as: "An umbrella term covering all possible integration mechanisms and contents between HRM and Information Technologies aiming at creating value within and across organizations for targeted employees and management" (Chandrasekhar et al, 2015). Zhou et al (2022), conducted a study to find out the answer to the question of whether "EHRM implementation enriches organizational performance or not and if does then what are the elements who can support its implementation". After a meta-analysis of significances, limitations, and backgrounds of E-HRM implementation, they found the varied level of a positive relationship between E-HRM and organizational performance among countries but they found technology, organizational, people and social factors as favorable factors in all over countries in E-HRM implementation (Zhou et al, 2022).…”

“…Zhou et al (2022), conducted a study to find out the answer to the question of whether "EHRM implementation enriches organizational performance or not and if does then what are the elements who can support its implementation". After a meta-analysis of significances, limitations, and backgrounds of E-HRM implementation, they found the varied level of a positive relationship between E-HRM and organizational performance among countries but they found technology, organizational, people and social factors as favorable factors in all over countries in E-HRM implementation (Zhou et al, 2022). In MD and Tanjil (2019) conducted a study on "E-HRM impact on Organizational performance of Manufacturing industry of Bangladesh".…”