{"title":"电子人力资源管理(e-HRM)采用研究:过去和未来的研究","authors":"W. Winarto","doi":"10.19166/DEREMA.V13I1.491","DOIUrl":null,"url":null,"abstract":"Electronic human resource management (e-HRM) systems become more widely used by profit and non-profit organization. However, the field currently lacks sound theoretical frameworks that can be useful in addressing a key issue concerning the implementation of e-HRM systems, in particular to obtain a better understanding of the factors influencing the adoption of e-HRM systems. The objective of this paper is to provide a foundation towards the development of a theoretical framework for the implementation of e-HRM systems and develop a conceptual model that would reflect the nature of e-HRM systems’ adoption through systematic literature review. Adopting Crossan and Apaydin’s procedure of systematic review, this paper investigated 21 empirical papers of electronics human resources management, then categorized them into 4 characteristics which influence the adoption; System and technology characteristics; Organizational characteristics; User/individual characteristics, and Environmental and contextual characteristics. Finally, the e-HRM adoption research framework is drawn and based on the framework; avenues for future research are discussed. Bahasa Indonesia Abstrak : Manajemen sumber daya manusia elektronik (selanjutnya disebut dengan e-HRM) semakin banyak digunakan oleh organisasi profit dan nonprofit. Namun, bidang dan topik ini belum memiliki kerangka teori yang mapan, yang dapat digunakan untuk menganalisis isu-isu terkait penerapan e-HRM, terutama mengenai faktor-faktor yang mempengaruhi adopsi sistem e-HRM. Tujuan penelitian ini adalah untuk memberikan landasan bagi pengembangan kerangka teoritis untuk implementasi sistem e-HRM dan mengembangkan model konseptual yang akan menggambarkan adopsi sistem e-HRM melalui tinjauan literatur sistematis. Mengadopsi prosedur dan metode Crossan dan Apaydin untuk melakukan telaah literatur secara sistematis, paper ini menyelidiki 21 publikasi empiris manajemen sumber daya manusia elektronik dari 2 database internasional; Business Source Premier dan Social Science Citation Index (SSCI), kemudian mengelompokkannya ke dalam 4 karakteristik yang mempengaruhi adopsi e-HRM; (1). Karakteristik sistem dan teknologi, (2). Karakteristik organisasi, (3). Karakteristik pengguna / individu, dan (4). Karakteristik lingkungan dan kontekstual. Paper ini juga menggambarkan kerangka penelitian adopsi e-HRM serta usulan-usulan untuk penelitian mendatang.","PeriodicalId":31092,"journal":{"name":"DeReMa Development Research of Management Jurnal Manajemen","volume":"13 1","pages":"100-120"},"PeriodicalIF":0.0000,"publicationDate":"2018-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"10","resultStr":"{\"title\":\"Electronic Human Resources Management (e-HRM) Adoption Studies: Past and Future Research\",\"authors\":\"W. Winarto\",\"doi\":\"10.19166/DEREMA.V13I1.491\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Electronic human resource management (e-HRM) systems become more widely used by profit and non-profit organization. However, the field currently lacks sound theoretical frameworks that can be useful in addressing a key issue concerning the implementation of e-HRM systems, in particular to obtain a better understanding of the factors influencing the adoption of e-HRM systems. The objective of this paper is to provide a foundation towards the development of a theoretical framework for the implementation of e-HRM systems and develop a conceptual model that would reflect the nature of e-HRM systems’ adoption through systematic literature review. Adopting Crossan and Apaydin’s procedure of systematic review, this paper investigated 21 empirical papers of electronics human resources management, then categorized them into 4 characteristics which influence the adoption; System and technology characteristics; Organizational characteristics; User/individual characteristics, and Environmental and contextual characteristics. Finally, the e-HRM adoption research framework is drawn and based on the framework; avenues for future research are discussed. Bahasa Indonesia Abstrak : Manajemen sumber daya manusia elektronik (selanjutnya disebut dengan e-HRM) semakin banyak digunakan oleh organisasi profit dan nonprofit. Namun, bidang dan topik ini belum memiliki kerangka teori yang mapan, yang dapat digunakan untuk menganalisis isu-isu terkait penerapan e-HRM, terutama mengenai faktor-faktor yang mempengaruhi adopsi sistem e-HRM. Tujuan penelitian ini adalah untuk memberikan landasan bagi pengembangan kerangka teoritis untuk implementasi sistem e-HRM dan mengembangkan model konseptual yang akan menggambarkan adopsi sistem e-HRM melalui tinjauan literatur sistematis. Mengadopsi prosedur dan metode Crossan dan Apaydin untuk melakukan telaah literatur secara sistematis, paper ini menyelidiki 21 publikasi empiris manajemen sumber daya manusia elektronik dari 2 database internasional; Business Source Premier dan Social Science Citation Index (SSCI), kemudian mengelompokkannya ke dalam 4 karakteristik yang mempengaruhi adopsi e-HRM; (1). Karakteristik sistem dan teknologi, (2). Karakteristik organisasi, (3). Karakteristik pengguna / individu, dan (4). Karakteristik lingkungan dan kontekstual. Paper ini juga menggambarkan kerangka penelitian adopsi e-HRM serta usulan-usulan untuk penelitian mendatang.\",\"PeriodicalId\":31092,\"journal\":{\"name\":\"DeReMa Development Research of Management Jurnal Manajemen\",\"volume\":\"13 1\",\"pages\":\"100-120\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2018-05-13\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"10\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"DeReMa Development Research of Management Jurnal Manajemen\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.19166/DEREMA.V13I1.491\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"DeReMa Development Research of Management Jurnal Manajemen","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.19166/DEREMA.V13I1.491","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
Electronic Human Resources Management (e-HRM) Adoption Studies: Past and Future Research
Electronic human resource management (e-HRM) systems become more widely used by profit and non-profit organization. However, the field currently lacks sound theoretical frameworks that can be useful in addressing a key issue concerning the implementation of e-HRM systems, in particular to obtain a better understanding of the factors influencing the adoption of e-HRM systems. The objective of this paper is to provide a foundation towards the development of a theoretical framework for the implementation of e-HRM systems and develop a conceptual model that would reflect the nature of e-HRM systems’ adoption through systematic literature review. Adopting Crossan and Apaydin’s procedure of systematic review, this paper investigated 21 empirical papers of electronics human resources management, then categorized them into 4 characteristics which influence the adoption; System and technology characteristics; Organizational characteristics; User/individual characteristics, and Environmental and contextual characteristics. Finally, the e-HRM adoption research framework is drawn and based on the framework; avenues for future research are discussed. Bahasa Indonesia Abstrak : Manajemen sumber daya manusia elektronik (selanjutnya disebut dengan e-HRM) semakin banyak digunakan oleh organisasi profit dan nonprofit. Namun, bidang dan topik ini belum memiliki kerangka teori yang mapan, yang dapat digunakan untuk menganalisis isu-isu terkait penerapan e-HRM, terutama mengenai faktor-faktor yang mempengaruhi adopsi sistem e-HRM. Tujuan penelitian ini adalah untuk memberikan landasan bagi pengembangan kerangka teoritis untuk implementasi sistem e-HRM dan mengembangkan model konseptual yang akan menggambarkan adopsi sistem e-HRM melalui tinjauan literatur sistematis. Mengadopsi prosedur dan metode Crossan dan Apaydin untuk melakukan telaah literatur secara sistematis, paper ini menyelidiki 21 publikasi empiris manajemen sumber daya manusia elektronik dari 2 database internasional; Business Source Premier dan Social Science Citation Index (SSCI), kemudian mengelompokkannya ke dalam 4 karakteristik yang mempengaruhi adopsi e-HRM; (1). Karakteristik sistem dan teknologi, (2). Karakteristik organisasi, (3). Karakteristik pengguna / individu, dan (4). Karakteristik lingkungan dan kontekstual. Paper ini juga menggambarkan kerangka penelitian adopsi e-HRM serta usulan-usulan untuk penelitian mendatang.
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