The moderating effect of electronic-HRM on training and employee performance relationship: a moderated model

Ajlouni, Mohammed Iqbal Al; Nawafleh, Sahem; Alsari, Hiba

doi:10.1504/ijmp.2019.102572

Cited by 9 publications

(12 citation statements)

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“…It is this difference between a trainee's productivity and the training wage that allows covering firm's training costs (Muehlemann, 2019, p. 202). The impact of learning organized in various forms on productivity growth is not in doubt today, but it only gains new empirical evidence of effectiveness (Al-Ajlouni et al, 2019;Al Karim, 2019;Al Mamun & Hasan 2017;Bibi, 2018;Boadu et al, 2018;Efobi & Orkoh, 2018;Falola et al, 2018;Guan & Frenkel, 2019;Mira & Odeh, 2019;Mishchuk et al, 2016). These evidences become more obvious in terms of Industry 4.0 and related structural changes within the entrepreneurial and educational system (Grenčíková et al, 2021).…”

Section: Literature Reviewmentioning

confidence: 99%

Vocational training costs and economic benefits: exploring the interactions

Samoliu

Bilan

Mishchuk

2021

Journal of Business Economics and Management

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The aim of the article is to study the relationship between vocational training costs and economic benefits at different levels of economic relations. In the structure of labour costs in the EU, there was the highest share of vocational training costs in Ireland (2.79%), Great Britain (2.53%), France (1.51%), which is reflected in the economic success of these countries. A comparison with Ukraine, which has European integration intentions, confirms that the underestimated role of investing in lifelong learning has relevant links to economic performance. This study at the enterprise level (based on the survey of 356 employees) found that higher costs of vocational training are a sign of profitable enterprises. At the same time, employees’ interest in short-term training programs is higher, which they obviously assess from the standpoint of higher personal economic benefits in the short term. At the same time, the analysis performed by means of the Fechner correlation coefficient confirms the existence of a positive impact of vocational training costs on changes in the main macroeconomic benefits indicator – GDP per capita. This allows drawing conclusions about the need to develop professional training programs for staff as one of the drivers of macroeconomic development.

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Section: Literature Reviewmentioning

confidence: 99%

Vocational training costs and economic benefits: exploring the interactions

Samoliu

Bilan

Mishchuk

2021

Journal of Business Economics and Management

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“…Previous research that delved into the HPWS categorized it into typical HR-related practices, which are usually seen as codependent. Although the presence of a certain group of practices is mostly correlated with other practices, HPWS groupings usually change with each organization (Al- Ajlouni et al, 2019). These groupings incorporate training, staffing, compensation, independent teams, decentralized decision-making, adaptable work assignments and communication (Evans and Davis, 2005).…”

Section: High Performance Work Systemmentioning

confidence: 99%

“…Subsequently, the HPWS has been portrayed as a solid factor for innovative performance; this exercise can preserve the innovative climate needed to encourage innovation (Mumford, 2000;Lin, 2011). This method of HRM practices recognized can identify the innovative performance produced by human capital (Fındıklı et al, 2015;Liu et al, 2017;Al-Ajlouni et al, 2019;Rawabdeh et al, 2019). Although it has been proven that the HPWS certainly impacts employee innovation in firms, how this relationship can exist in an HR service organization is an interesting area of investigation.…”

Section: Introductionmentioning

confidence: 99%

The linkage between high performance work systems on organizational performance, employee voice and employee innovation

Ashiru

Erdil

Oluwajana

2021

JOCM

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PurposeThe purpose of this paper is to examine the influence of high performance work systems (HPWSs) on employee voice, employee innovation and organization performance in a service organization. The study examines the mediating roles of employee voice on HPWSs and organizational performance.Design/methodology/approachAn online survey was distributed to 600 professional staff and a total number of 360 respondents returned the survey. The hypotheses are tested through the use of the variance-based structural equation modeling (SEM) technique.FindingsThese findings indicate that the HPWS has a significant impact on employee innovation and organization performance. The empirical evidence does not support the relationship between HPWS and employee voice and also employee voice does not mediate the relationship between HPWS and organization performance in a human resource (HR) service organization.Research limitations/implicationsEmployee voice does not empirically mediate the relationship between HPWS and organization performance; other factors can be further explored. Future research should employ other theories of strategic human resource management (SHRM) to further explore more factors that influence the HPWS on employee innovation, employee voice and organization performance.Practical implicationsThe organization should respond to employee voice through aforementioned rather than the use of traditional, strategic and operational methods or tools believed to be the best approach to employee issues.Originality/valueThis study builds a solid empirical investigation that contributes to the HPWS existing body of knowledge. It is also significant as it is one of the few studies that examine the link between HPWS and job outcomes, like employee voice, employee innovation and organizational performance, in an HR service organization and also employee voice as a mediator on HPWS and organizational performance.

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“…The study of Yusoff et al (2010) suggested that e-HRM is the interchangeable process between web-site technology and computer-based on the practices of HRM. On the other hand, Morsy and El Demerdash, (2017) defined the e-HRM as an integrated process including the application of information technology on human resources managements which are accessible for manager, supervisors and employee at any time wanted (Al-Ajlouni et al, 2019). To sum up, e-HRM is the process of planning and implementing information technology on the activities of human resources (Bagri et al, 2010).…”

Section: Literature Review E-hrm Definition and Consequencesmentioning

confidence: 99%

Identification of e-HRM Practices in Egypt Five-star Hotels: A Quantitative Approach

Ahmed¹

2020

International Journal of Heritage, Tourism and Hospitality

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The moderating effect of electronic-HRM on training and employee performance relationship: a moderated model

Cited by 9 publications

References 0 publications

Vocational training costs and economic benefits: exploring the interactions

Vocational training costs and economic benefits: exploring the interactions

The linkage between high performance work systems on organizational performance, employee voice and employee innovation

Identification of e-HRM Practices in Egypt Five-star Hotels: A Quantitative Approach

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