Research Approaches in e-HRM: Categorisation and Analysis

Strohmeier, Stefan

doi:10.1007/978-3-642-39747-9_25

Cited by 4 publications

(2 citation statements)

References 50 publications

(97 reference statements)

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“…Consequently, the further elaboration of a typology of e-HRM constitutes the overarching implication for research. To obtain a deeper understanding of the respective sets of contexts, types and consequences qualitative in-depth studies should be particularly useful (Strohmeier, 2014). Such studies should allow for the identification and description of existing e-HRM configurations more thoroughly and comprehensively compared to their rather rough mapping based on a few variables in this study.…”

Section: Discussion Of Implicationsmentioning

confidence: 99%

Configurations of e-HRM – an empirical exploration

Strohmeier

Kabst

2014

Employee Relations

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Purpose – The purpose of this paper is to investigate types, contexts and consequences of electronic HRM (e-HRM) configurations to get a deeper understanding of the reasons, kinds and success of different e-HRM types. Design/methodology/approach – The paper uses a cross-sectional survey of senior HR persons and analyses data with exploratory methods, i.e. cluster analysis, classification tree analysis and analysis of variance. Findings – The results show that actually three configurations of e-HRM – “non users”, “operational users” and “power users” – exist. These can be explained by a sparse, yet meaningful set of contextual variables. All three configurations markedly contribute to organisational success, whereas the “power user”-configuration exceeds the other configurations. Research limitations/implications – The employed e-HRM typology shows a precursory status and the empirical study is exploratory in nature. Thus, searching for a clearer theoretical foundation, improving the hypothesising of variables and undertaking further empirical studies to replicate the findings are necessary future steps. Practical implications – Not always a maximum of electronic support seems to be indicated. Depending on the respective organisational context, even no electronic support, or else, a merely operational electronic support appears to be admissible; while, however, in larger and strategic-oriented organisations full electronic support outperforms other configurations. Originality/value: –The paper focuses on different e-HRM types and gives some first insights into reasons, kinds and success of different configurations. This should lead to a refined understanding of e-HRM and evoke further research on the subject.

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Section: Discussion Of Implicationsmentioning

confidence: 99%

Configurations of e-HRM – an empirical exploration

Strohmeier

Kabst

2014

Employee Relations

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“…They feel this will increase the relevance of IT research dramatically. A similar plea has been made by Strohmeier (2012): the relevance of e-HRM research up to now has not been impressive in his view. And integrative perspective on IT and organization could be useful to turn e-HRM research into more 'relevant' directions as this perspective aims to shift from a predominantly deterministic perspective to focus more on processes.…”

Section: An Integrative It-organization Perspective On E-hrmmentioning

confidence: 56%

e-HRM Research and Practice: Facing the Challenges Ahead

Ruel

Bondarouk

2013

Progress in IS

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The history of e-HRM research extends back about 4 decades. In that time, researchers have provided a rich foundation for a better understanding of issues such as e-HRM implementation, e-HRM usage, and e-HRM outcomes. The past decade in particular saw an impressive growth of publications, but more work is still needed because the field of the intersection of HRM and information technology is dynamic: HRM strategies, policies, practices and instruments as well as information technologies progress. In this chapter, we identify and describe the challenges that lie ahead for e-HRM research based on five earlier publications in the period 2009-2012. We reflect on them and modify them based on recent research outcomes. We conclude that, given the sizeable challenges identified, e-HRM research is far from 'dead'; it is more alive than ever. Furthermore, the number of e-HRM researchers from the HRM field as well as from the IT field needs to grow in order to meet the research challenges that lie ahead.

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Assessing the Degree of Human Resource Innovation: An Exploratory Analysis of Irish Hotel Corporations

Jooss¹,

Burbach²

2017

Electronic HRM in the Smart Era

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Research Approaches in e-HRM: Categorisation and Analysis

Cited by 4 publications

References 50 publications

Configurations of e-HRM – an empirical exploration

Configurations of e-HRM – an empirical exploration

e-HRM Research and Practice: Facing the Challenges Ahead

Assessing the Degree of Human Resource Innovation: An Exploratory Analysis of Irish Hotel Corporations

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