Abstract
This study is based on a configurational approach and aims to provide systematic knowledge on which configurations of e-HRM adoption actually exist at the global level. We operationalised e-HRM configuration as a combination of the actual degree of technological presence and the degree to which the technology is used to enable HRM activities. The core research questions addressed in this paper are: Which configurational types exist in e-HRM adoption? Which contextual factors explain the emergence of a certain configurational type of e-HRM? We adopted an exploratory cross-national research design and performed a cluster analysis among 5854 companies operating in 31 countries. According to our findings four types of e-HRM configurations can be identified named “non-usage”, “HR primacy”, “Integrated e-HRM”, and “IT primacy”. In particular, the lack of cooperation between IT and HR departments generates hybrid e-HRM configurations and unsuccessful adoption. Moreover, organizational size, SHRM and competing in international markets contribute more to determine the actual type of e-HRM configuration. Our results suggest also that the effect of national policies triggering innovation on e-HRM configurations should be considered rather than broader geographical clusters.
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Galanaki, E., Lazazzara, A., Parry, E. (2019). A Cross-National Analysis of E-HRM Configurations: Integrating the Information Technology and HRM Perspectives. In: Lazazzara, A., Nacamulli, R., Rossignoli, C., Za, S. (eds) Organizing for Digital Innovation. Lecture Notes in Information Systems and Organisation, vol 27. Springer, Cham. https://doi.org/10.1007/978-3-319-90500-6_20
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