The Impact of Electronic Human Resource Management (E-HRM) Strategies on Organizational Innovation by Knowledge Repository as Mediating Role

Research Anthology on Human Resource Practices for the Modern Workforce Pub Date : 1900-01-01 DOI:10.4018/978-1-6684-3873-2.ch071

A. Khashman

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Abstract

The current study is intended to provide the analysis of the direct and indirect relationships between (E-HRM) strategies and organizational innovation through a knowledge repository as a mediation construct. From various previous studies, five (E-HRM) strategies constructs were adopted for this study. These include e-recruitment, e-selection, e-training, e-performance appraisal, and e-compensations, and used the mediating role of a knowledge repository for these constructs to improve organizational innovation. The study applied the Smart Partial Least Square (PLS) software to analyze the underlying relationships amongst the most relevant constructs between (E-HRM) strategies, knowledge repositories, and organizational innovation with a total of seven constructs. As a result of analysis of the findings from middle managers (n = 94) working for the Royal Jordanian airline. It was found that there was a strong and statistically positive significant relationship between several (E-HRM) strategies and organizational innovation by using the knowledge repository as a mediation construct.

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电子人力资源管理(E-HRM)策略对组织创新的影响——以知识库为中介作用

本研究旨在以知识库为中介，分析电子人力资源管理策略与组织创新之间的直接与间接关系。从以往的各种研究中，本研究采用了五种(E-HRM)策略结构。这些结构包括电子招聘、电子选拔、电子培训、电子绩效评估和电子薪酬，并利用知识库的中介作用来促进组织创新。本研究应用智能偏最小二乘(PLS)软件分析了(E-HRM)战略、知识库和组织创新之间最相关的构式之间的潜在关系，共有七个构式。这是对约旦皇家航空公司中层管理人员(n = 94)的调查结果进行分析的结果。研究发现，以知识库作为中介结构，多种(E-HRM)策略与组织创新之间存在显著的正相关关系。

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Research Anthology on Human Resource Practices for the Modern Workforce

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