Research Article
PDF EndNote BibTex RIS Cite

ORGANISATIONAL CHALLENGES AND BENEFITS OF E- HRM IMPLEMENTATIONS IN GOVERNMENTAL ORGANISATIONS: THEORETICAL SHIFT FROM TOE MODEL

Year 2019, 127 - 142, 22.03.2019
https://doi.org/10.18092/ulikidince.516443

Abstract

The main purpose of this article is to extend organisational context of TOE (Technology- Organisation- Environment) model through understanding the challenges and benefits of e-HRM implementation in governmental organisations in Bangladesh. The main contribution of this perspective is to demonstrate a theoretical shift from 1990 to 2018 because the advanced technology is a critical part of the organisations in the current century. In order to do this research, we conducted 30 semi- structured qualitative interviews (15 in each organisation) at Ministry of Foreign Affairs, and Ministry of Public Administration in Bangladesh. Based on the findings of this research, we found ‘IT (Information Technologies) Knowledge and Skills’, ‘Change Process’, ‘Employees’ satisfaction and motivation’, and ‘emerging role conflict’ as a micro- organisational context in addition to macro- organisational context that are ‘formal and informal linking structures’, ‘communication process’, ‘size’, and ‘slack’. Thus, we provided a theoretical contribution to the previous TOE model and we developed the model based on the current technology and organisational environment.

References

  • Ahmed, F. and Kazmi, A. (1999). ‘Historical evolution of strategic human resource management’, Malaysian Management Review, 34(1).
  • Alleyne, C., Kakabadse, A., & Kakabadse, N. (2007). Using the HR intranet: An exploratory analysis of its impact on managerial satisfaction with the HR function. Personnel Review, 36(2), 295-310.
  • Alnaqbi, W. (2011). ‘The Relationship between Human Resource Practices & Employee Retention in Public Organizations: An Exploratory Study Conducted in the UAE’, PhD Thesis, Edith Cowan University.
  • Armstrong, M. (2006). A handbook of human resource management practice, Cambridge University Press, London.
  • Attride-Stirling, J. (2001). Thematic networks: an analytic tool for qualitative research. Qualitative research, 1(3), 385-405.
  • Beulen, E. (2009). ‘The Enabling Role of Information Technology in the Global War for Talent: Accenture’s Industrialized Approach’, Information Technology for Development, 14(3), pp. 213-224.
  • Bondarouk, T., Harms, R., & Lepak, D. (2015). Does e-HRM lead to better HRM service?. The International Journal of Human Resource Management, 1-31.
  • Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of management review, 29(2), 203-221.
  • Boxall, P. (1996). The strategic HRM debate and the resource‐based view of the firm. Human resource management journal, 6(3), 59-75.
  • Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative research in psychology, 3(2), 77-101.
  • Chang, W. and Huang, T. (2005). ‘Relationship between Strategic Human Resource Management and Firm Performance’, International Journal of Manpower, 26(5), pp. 434-449.
  • Cronin, B., Morath, R., Curtin, P. and Heil, M. (2006). ‘Public sector use of technology in managing human resources’, Human Resource Management Review, 16, pp. 416-430.
  • DeNisi, A. S., Wilson, M. S., & Biteman, J. (2014). Research and practice in HRM: A historical perspective. Human Resource Management Review, 24(3), 219-231.
  • Depietro, R., Wiarda, E., & Fleischer, M. (1990). The context for change: Organization, technology and environment. The processes of technological innovation, 199(0), 151-175.
  • Dibben, P., Brewster, C., Brookes, M., Cunha, R., Webster, E., & Wood, G. (2016). Institutional legacies and HRM: similarities and differences in HRM practices in Portugal and Mozambique. The International Journal of Human Resource Management, 1-19.
  • Ensher, E. A., Nielson, T. R., & Grant-Vallone, E. (2003). Tales from the hiring line: effects of the internet and technology on HR processes. Organizational dynamics, 31(3), 224-244.
  • Erickson, F. (2012). Qualitative Research Methods for Science Education, In Second international handbook of science education (pp. 1451-1469). Springer Netherlands.
  • Fletcher, P. (2005). From personnel administration to Business Driven Human Capital Management: the Transformation of the Role of HR in the Digital age, In Greutal and Stone (Eds), The Brave new World of her (pp1-12). San Francisco, CA :Jossey-Bass.
  • Gilbert, C., De Winne, S., & Sels, L. (2015). Strong HRM processes and line managers' effective HRM implementation: a balanced view. Human Resource Management Journal, 25(4), 600-616.
  • Gratton, L. and Truss, C. (2003). ‘The three-dimensional people strategy: Putting human resources policies into action’, Academy of Management Executive, 17(3), pp. 74-86.
  • Gueutal, H.J. and Stone, D.L. (2005). The brave new world of E-HRM: Human Resource Management in the Digital Age, Jossey-Bass
  • Gupta, Y. (2016). Literature review on E-Recruitment: A step towards paperless HR. International Journal, 4(1).
  • Heikkilä, J-P. and Smale A. (2011). ‘The Effects of ‘Language Standardization’ on the Acceptance and Use of e-HRM Systems in Foreign Subsidiaries’, Journal of World Business, 46(3), pp. 305-313.
  • Hempel, P.S. (2004). ‘Preparing the HR Profession for Technology and Information Work’, Human Resource Management, 43(2-3), pp. 163-177.
  • Hussain, Z, Wallace, J. and Cornelius, N. (2007). ‘The Use and Impact of Human Resource Information Systems on Human Resource Management Professionals’, Journal of Information and Management, 44(1), pp. 74-89.
  • Hustad, E. and Munkvold, B. (2005). ‘IT-supported competence management: A case study at Ericsson’, Information Systems Management, 22(2), pp. 78-88.
  • Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European Review, 24(2), 125-143.
  • Jantan, H., Hamdan, A. R., & Othman, Z. A. (2009). Knowledge discovery techniques for talent forecasting in human resource application. World Academy of Science, Engineering and Technology, 50, 775-783.
  • Jaradat, N. (2013). ‘Electronic Human Resource Management: Issues and Challenges in Jordanian Universities’, Interdisciplinary Journal of Contemporary Research in Business, 4(12), pp. 685-710.
  • Kramer, J., & Magee, J. (1990). The evolving philosophers problem: Dynamic change management. IEEE Transactions on software engineering, 16(11), 1293-1306.
  • Lee, A., (2008) ‘Relationship between the use of information technology and performances of human resource management’, PhD thesis, Alliant International University, San Diego: USA.
  • Lengnick-Hall, M. L. and Moritz, S. (2003). ‘The Impact of e-HR on the Human Resource Management Function’, Journal of Labour Research, 24(3), pp. 365-379.
  • Lukaszewski, K.M., Stone, D.L. and Stone-Romero, E.F. (2008). ‘The Effects of the Ability to Choose the Type of Human Resources System on Perceptions of Invasion of Privacy and System Satisfaction’, Journal of Business and Psychology, 23(3-4), pp. 73-86.
  • Mahapatro, B.B. (2010). New Age Human Resource Management, E-book. New Delhi: New Age International (P) Ltd.
  • Marler, J. H., & Parry, E. (2015). Human resource management, strategic involvement and e-HRM technology. The International Journal of Human Resource Management, 1-21.
  • Marshall, C. and Rossman, G.B. (2006), Designing Qualitative Research , 4th ed., Sage, Thousand Oaks, CA
  • Martin, G. and Reddington, M. (2010). ‘Theorizing the links between e-HR and strategic HRM: a model, case illustration and reflections’, The International Journal of Human Resource Management, 21(10), pp. 1553-1574.
  • Miles, M. B., & Huberman, A. M. (1994). Qualitative data analysis: An expanded sourcebook. Sage.
  • Murphy, T. (2002). ‘Market forces and the Middle East's new interest in HRM’, Business Horizons, 45(5), pp. 63-71.
  • Noe, R., Hollenbeck, J., Gerhart, B., and Wright, P. (2008). Human Resource Management: Gaining a Completive Advantage (6th Edition). New York: McGraw-Hill Companies, Inc.
  • Oiry, E. (2009). ‘Electronic human resource management: organizational responses to role conflicts created by e- learning’, International Journal of Training and Development, 13(2), pp. 111-123.
  • Olivas-Lujan, M.R.; Ramire, Z, J. and Zapata-Cantu, L. (2007). ‘e-HRM in Mexico: adapting innovations for global competitiveness’, International Journal of Manpower, 28(5), pp. 418-434.
  • Oswal, N. and Narayanappa, G. (2014). ‘Evolution of HRM to E-HRM towards Organizational Effectiveness and Sustainability’, In the Proceedings of the International Research Conference on Engineering, Science and Management, Abu Dhabi.
  • Paauwe, J. (2009). HRM and performance: Achievements, methodological issues and prospects. Journal of Management studies, 46(1), 129-142.
  • Panayotopoulou, L., Vakola, M. and Galanaki, E. (2007). ‘E-HR adoption and the role of HRM: evidence from Greece’, Personnel Review, 36(2), pp. 277-294.
  • Panos, S., & Bellou, V. (2016). Maximizing e-HRM outcomes: A moderated mediation path. Management Decision, 54(5).
  • Parry, E., & Tyson, S. (2011). Desired goals and actual outcomes of e‐HRM. Human Resource Management Journal, 21(3), 335-354.
  • Rahman, M., Mordi, C., & Nwagbara, U. (2018). Factors influencing E-HRM implementation in government organisations: Case studies from Bangladesh. Journal of Enterprise Information Management, 31(2), 247-275.
  • Reddick, C.G. (2009). ‘Human Resources Information Systems in Texas City Governments: Scope and Perception of its Effectiveness’, Public Personnel Management, 38(4), pp. 19-34
  • Ruel, H. J., Bondarouk, T. V., & Van der Velde, M. (2007). The contribution of e-HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry. Employee relations, 29(3), 280-291.
  • Ruël, H., Bondarouk, T. and Looise, J.K. (2004). ‘E-HRM: Innovation or Irritation. An Explorative Empirical Sudy in Five Large Companies on Web-based HRM’, Management Revue, 15(3), pp. 364-381.
  • Sammartino, W. (2002). The system integration of human resource management with organizational strategies, PhD thesis, Graduate Program in Business Administration, Faculty of Economics, Business Administration and Accounting, University of Sao Paulo, Sao Paulo.
  • Sareen, P. and Subramanian, K.V. (2012). ‘E-HRM: A strategic review’, International Journal of Human Resources Studies, 2(3), pp. 119-127.
  • Saunders, M., Lewis, P. and Thornhill, A. (2011). Research Methods for Business Students, 7th Edition, Harlow: Pearson Education.
  • Schuler, R. and Jackson, S. (1987). ‘Linking Competitive Strategies with Human Resource Management Practices’, Academy of Management Executive, 1(3), pp. 207-219.
  • Shanmugam, M., Wang, Y. Y., Bugshan, H., & Hajli, N. (2015). Understanding customer perceptions of internet banking: the case of the UK. Journal of Enterprise Information Management, 28(5), 622-636.
  • Sinha, B. and Mishra, M. (2014). ‘E-HRM Tools: An Empirical Study in Select Indian Organisations’, International Journal of Business and Management Invention, 3(9), pp. 71-83.
  • Soylu, S., & Sheehy-Skeffington, J. (2015). Asymmetric intergroup bullying: The enactment and maintenance of societal inequality at work. Human relations, 0018726714552001.
  • Stanton, J. M., & Coovert, M. D. (2004). Guest editors' note: Turbulent waters: The intersection of information technology and human resources. Human Resource Management, 43(2‐3), 121-125.
  • Storey, J. (1992). Developments in the Management of Human Resource, London: Blackwell Business.
  • Tansley, C., & Watson, T. (2000). Strategic exchange in the development of human resource information systems (HRIS). New Technology, Work and Employment, 15(2), 108-122.
  • Tansley, C., Newell, S., & Williams, H. (2001). Effecting HRM-style practices through an integrated human resource information system: An e-greenfield site?. Personnel Review, 30(3), 351-371.
  • Teo, T.S.H., Lim, G.S. and Fedric, S.A. (2007). ‘The Adoption and Diffusion of Human Resources Information Systems in Singapore’, Asia Pacific Journal of Human Services, 45, pp. 44-62.
  • Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 5(4), 369-380.
  • Tornatzky, L.G. and Fleischer, M. (1990). The Process of Technology Innovation, Lexington: Lexington Books.
  • Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M. (2013). ‘The State of the HR Profession’, Human Resource Management, 52(3), pp. 457-471.
  • Vanhala, M., & Ritala, P. (2016). HRM practices, impersonal trust and organizational innovativeness. Journal of Managerial Psychology, 31(1), 95-109.
  • Voermans, M. and Van Veldhoven, M. (2007). ‘Attitude towards E-HRM: an empirical study at Philips’, Personnel Review, 36(5-6), pp. 887-902.
  • Walker, A. J. (2001). How the web and other key trends are changing human resources. Web-based human resources: the technologies and trends that are transforming HR xiii-xxviii. New York: McGraw-Hill.
  • Wilson-Evered, E. and Hartel, C. E. J. (2009). ‘Measuring attitudes to HRIS Implementation: A Field Study to Inform Implementation Methodology’, Asia Pacific Journal of Human Resources, 47(3), pp. 374-384.
  • Yasemin, B. (2011). ‘The new human resources management in the 21st century: a strategic view’, Annual Conference on Innovations in Business & Management, The Center for Innovations in Business and Management Practices, London, UK.
  • Yerkes, L. (2003). ‘How to create a place where people love to work’, The Journal for Quality and Participation, 26(4), pp. 47-50.
  • Zhu, K., Dong, S., Xu, S.X. and Kraemer, K.L. (2006). ‘Innovation diffusion in global contexts: determinants of post-adoption digital transformation of European companies’, European Journal of Information Systems, 15(6), pp. 601-616.

ORGANISATIONAL CHALLENGES AND BENEFITS OF E- HRM IMPLEMENTATIONS IN GOVERNMENTAL ORGANISATIONS: THEORETICAL SHIFT FROM TOE MODEL

Year 2019, 127 - 142, 22.03.2019
https://doi.org/10.18092/ulikidince.516443

Abstract

Bu makalenin temel amacı, Bangladeş'teki devlet kurumlarında e-İKY uygulamasının zorluklarını ve faydalarını ortaya koyarak TOE (Teknoloji-Organizasyon-Çevre) modelinin örgütsel bağlamını genişletmektir. Bu bakış açısının ana katkısı, 1990'dan 2018'e kadar olan teorik bir değişimi göstermektir, çünkü gelişmiş teknoloji mevcut yüzyıldaki örgütlerin kritik bir parçası haline gelmiştir. Bu araştırmayı yapmak için Bangladeş’teki Dışişleri Bakanlığı ve Kamu İdaresi Bakanlığı'nda 30 yarı yapılandırılmış nitel görüşme (her kuruluşta 15) gerçekleştirilmiştir. Bu araştırmanın bulgularına göre “resmi ve resmi olmayan bağlantı yapıları”; “iletişim süreci”; “boyut” ve “durgunluk” gibi makro örgütsel bağlama ek olarak mikro-örgütsel bağlamda “BT (Bilgi Teknolojileri) bilgi birikimi ve yetenekleri”, “değişim süreci”; “çalışanların tatmini ve motivasyonu”; ve “ortaya çıkan rol çatışması” bulgularına rastlanmıştır. Böylece, önceki TOE modeline teorik bir katkı sağlanarak mevcut teknoloji ve örgütsel ortama dayalı yeni bir model geliştirilmiştir.

References

  • Ahmed, F. and Kazmi, A. (1999). ‘Historical evolution of strategic human resource management’, Malaysian Management Review, 34(1).
  • Alleyne, C., Kakabadse, A., & Kakabadse, N. (2007). Using the HR intranet: An exploratory analysis of its impact on managerial satisfaction with the HR function. Personnel Review, 36(2), 295-310.
  • Alnaqbi, W. (2011). ‘The Relationship between Human Resource Practices & Employee Retention in Public Organizations: An Exploratory Study Conducted in the UAE’, PhD Thesis, Edith Cowan University.
  • Armstrong, M. (2006). A handbook of human resource management practice, Cambridge University Press, London.
  • Attride-Stirling, J. (2001). Thematic networks: an analytic tool for qualitative research. Qualitative research, 1(3), 385-405.
  • Beulen, E. (2009). ‘The Enabling Role of Information Technology in the Global War for Talent: Accenture’s Industrialized Approach’, Information Technology for Development, 14(3), pp. 213-224.
  • Bondarouk, T., Harms, R., & Lepak, D. (2015). Does e-HRM lead to better HRM service?. The International Journal of Human Resource Management, 1-31.
  • Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of management review, 29(2), 203-221.
  • Boxall, P. (1996). The strategic HRM debate and the resource‐based view of the firm. Human resource management journal, 6(3), 59-75.
  • Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative research in psychology, 3(2), 77-101.
  • Chang, W. and Huang, T. (2005). ‘Relationship between Strategic Human Resource Management and Firm Performance’, International Journal of Manpower, 26(5), pp. 434-449.
  • Cronin, B., Morath, R., Curtin, P. and Heil, M. (2006). ‘Public sector use of technology in managing human resources’, Human Resource Management Review, 16, pp. 416-430.
  • DeNisi, A. S., Wilson, M. S., & Biteman, J. (2014). Research and practice in HRM: A historical perspective. Human Resource Management Review, 24(3), 219-231.
  • Depietro, R., Wiarda, E., & Fleischer, M. (1990). The context for change: Organization, technology and environment. The processes of technological innovation, 199(0), 151-175.
  • Dibben, P., Brewster, C., Brookes, M., Cunha, R., Webster, E., & Wood, G. (2016). Institutional legacies and HRM: similarities and differences in HRM practices in Portugal and Mozambique. The International Journal of Human Resource Management, 1-19.
  • Ensher, E. A., Nielson, T. R., & Grant-Vallone, E. (2003). Tales from the hiring line: effects of the internet and technology on HR processes. Organizational dynamics, 31(3), 224-244.
  • Erickson, F. (2012). Qualitative Research Methods for Science Education, In Second international handbook of science education (pp. 1451-1469). Springer Netherlands.
  • Fletcher, P. (2005). From personnel administration to Business Driven Human Capital Management: the Transformation of the Role of HR in the Digital age, In Greutal and Stone (Eds), The Brave new World of her (pp1-12). San Francisco, CA :Jossey-Bass.
  • Gilbert, C., De Winne, S., & Sels, L. (2015). Strong HRM processes and line managers' effective HRM implementation: a balanced view. Human Resource Management Journal, 25(4), 600-616.
  • Gratton, L. and Truss, C. (2003). ‘The three-dimensional people strategy: Putting human resources policies into action’, Academy of Management Executive, 17(3), pp. 74-86.
  • Gueutal, H.J. and Stone, D.L. (2005). The brave new world of E-HRM: Human Resource Management in the Digital Age, Jossey-Bass
  • Gupta, Y. (2016). Literature review on E-Recruitment: A step towards paperless HR. International Journal, 4(1).
  • Heikkilä, J-P. and Smale A. (2011). ‘The Effects of ‘Language Standardization’ on the Acceptance and Use of e-HRM Systems in Foreign Subsidiaries’, Journal of World Business, 46(3), pp. 305-313.
  • Hempel, P.S. (2004). ‘Preparing the HR Profession for Technology and Information Work’, Human Resource Management, 43(2-3), pp. 163-177.
  • Hussain, Z, Wallace, J. and Cornelius, N. (2007). ‘The Use and Impact of Human Resource Information Systems on Human Resource Management Professionals’, Journal of Information and Management, 44(1), pp. 74-89.
  • Hustad, E. and Munkvold, B. (2005). ‘IT-supported competence management: A case study at Ericsson’, Information Systems Management, 22(2), pp. 78-88.
  • Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European Review, 24(2), 125-143.
  • Jantan, H., Hamdan, A. R., & Othman, Z. A. (2009). Knowledge discovery techniques for talent forecasting in human resource application. World Academy of Science, Engineering and Technology, 50, 775-783.
  • Jaradat, N. (2013). ‘Electronic Human Resource Management: Issues and Challenges in Jordanian Universities’, Interdisciplinary Journal of Contemporary Research in Business, 4(12), pp. 685-710.
  • Kramer, J., & Magee, J. (1990). The evolving philosophers problem: Dynamic change management. IEEE Transactions on software engineering, 16(11), 1293-1306.
  • Lee, A., (2008) ‘Relationship between the use of information technology and performances of human resource management’, PhD thesis, Alliant International University, San Diego: USA.
  • Lengnick-Hall, M. L. and Moritz, S. (2003). ‘The Impact of e-HR on the Human Resource Management Function’, Journal of Labour Research, 24(3), pp. 365-379.
  • Lukaszewski, K.M., Stone, D.L. and Stone-Romero, E.F. (2008). ‘The Effects of the Ability to Choose the Type of Human Resources System on Perceptions of Invasion of Privacy and System Satisfaction’, Journal of Business and Psychology, 23(3-4), pp. 73-86.
  • Mahapatro, B.B. (2010). New Age Human Resource Management, E-book. New Delhi: New Age International (P) Ltd.
  • Marler, J. H., & Parry, E. (2015). Human resource management, strategic involvement and e-HRM technology. The International Journal of Human Resource Management, 1-21.
  • Marshall, C. and Rossman, G.B. (2006), Designing Qualitative Research , 4th ed., Sage, Thousand Oaks, CA
  • Martin, G. and Reddington, M. (2010). ‘Theorizing the links between e-HR and strategic HRM: a model, case illustration and reflections’, The International Journal of Human Resource Management, 21(10), pp. 1553-1574.
  • Miles, M. B., & Huberman, A. M. (1994). Qualitative data analysis: An expanded sourcebook. Sage.
  • Murphy, T. (2002). ‘Market forces and the Middle East's new interest in HRM’, Business Horizons, 45(5), pp. 63-71.
  • Noe, R., Hollenbeck, J., Gerhart, B., and Wright, P. (2008). Human Resource Management: Gaining a Completive Advantage (6th Edition). New York: McGraw-Hill Companies, Inc.
  • Oiry, E. (2009). ‘Electronic human resource management: organizational responses to role conflicts created by e- learning’, International Journal of Training and Development, 13(2), pp. 111-123.
  • Olivas-Lujan, M.R.; Ramire, Z, J. and Zapata-Cantu, L. (2007). ‘e-HRM in Mexico: adapting innovations for global competitiveness’, International Journal of Manpower, 28(5), pp. 418-434.
  • Oswal, N. and Narayanappa, G. (2014). ‘Evolution of HRM to E-HRM towards Organizational Effectiveness and Sustainability’, In the Proceedings of the International Research Conference on Engineering, Science and Management, Abu Dhabi.
  • Paauwe, J. (2009). HRM and performance: Achievements, methodological issues and prospects. Journal of Management studies, 46(1), 129-142.
  • Panayotopoulou, L., Vakola, M. and Galanaki, E. (2007). ‘E-HR adoption and the role of HRM: evidence from Greece’, Personnel Review, 36(2), pp. 277-294.
  • Panos, S., & Bellou, V. (2016). Maximizing e-HRM outcomes: A moderated mediation path. Management Decision, 54(5).
  • Parry, E., & Tyson, S. (2011). Desired goals and actual outcomes of e‐HRM. Human Resource Management Journal, 21(3), 335-354.
  • Rahman, M., Mordi, C., & Nwagbara, U. (2018). Factors influencing E-HRM implementation in government organisations: Case studies from Bangladesh. Journal of Enterprise Information Management, 31(2), 247-275.
  • Reddick, C.G. (2009). ‘Human Resources Information Systems in Texas City Governments: Scope and Perception of its Effectiveness’, Public Personnel Management, 38(4), pp. 19-34
  • Ruel, H. J., Bondarouk, T. V., & Van der Velde, M. (2007). The contribution of e-HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry. Employee relations, 29(3), 280-291.
  • Ruël, H., Bondarouk, T. and Looise, J.K. (2004). ‘E-HRM: Innovation or Irritation. An Explorative Empirical Sudy in Five Large Companies on Web-based HRM’, Management Revue, 15(3), pp. 364-381.
  • Sammartino, W. (2002). The system integration of human resource management with organizational strategies, PhD thesis, Graduate Program in Business Administration, Faculty of Economics, Business Administration and Accounting, University of Sao Paulo, Sao Paulo.
  • Sareen, P. and Subramanian, K.V. (2012). ‘E-HRM: A strategic review’, International Journal of Human Resources Studies, 2(3), pp. 119-127.
  • Saunders, M., Lewis, P. and Thornhill, A. (2011). Research Methods for Business Students, 7th Edition, Harlow: Pearson Education.
  • Schuler, R. and Jackson, S. (1987). ‘Linking Competitive Strategies with Human Resource Management Practices’, Academy of Management Executive, 1(3), pp. 207-219.
  • Shanmugam, M., Wang, Y. Y., Bugshan, H., & Hajli, N. (2015). Understanding customer perceptions of internet banking: the case of the UK. Journal of Enterprise Information Management, 28(5), 622-636.
  • Sinha, B. and Mishra, M. (2014). ‘E-HRM Tools: An Empirical Study in Select Indian Organisations’, International Journal of Business and Management Invention, 3(9), pp. 71-83.
  • Soylu, S., & Sheehy-Skeffington, J. (2015). Asymmetric intergroup bullying: The enactment and maintenance of societal inequality at work. Human relations, 0018726714552001.
  • Stanton, J. M., & Coovert, M. D. (2004). Guest editors' note: Turbulent waters: The intersection of information technology and human resources. Human Resource Management, 43(2‐3), 121-125.
  • Storey, J. (1992). Developments in the Management of Human Resource, London: Blackwell Business.
  • Tansley, C., & Watson, T. (2000). Strategic exchange in the development of human resource information systems (HRIS). New Technology, Work and Employment, 15(2), 108-122.
  • Tansley, C., Newell, S., & Williams, H. (2001). Effecting HRM-style practices through an integrated human resource information system: An e-greenfield site?. Personnel Review, 30(3), 351-371.
  • Teo, T.S.H., Lim, G.S. and Fedric, S.A. (2007). ‘The Adoption and Diffusion of Human Resources Information Systems in Singapore’, Asia Pacific Journal of Human Services, 45, pp. 44-62.
  • Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 5(4), 369-380.
  • Tornatzky, L.G. and Fleischer, M. (1990). The Process of Technology Innovation, Lexington: Lexington Books.
  • Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M. (2013). ‘The State of the HR Profession’, Human Resource Management, 52(3), pp. 457-471.
  • Vanhala, M., & Ritala, P. (2016). HRM practices, impersonal trust and organizational innovativeness. Journal of Managerial Psychology, 31(1), 95-109.
  • Voermans, M. and Van Veldhoven, M. (2007). ‘Attitude towards E-HRM: an empirical study at Philips’, Personnel Review, 36(5-6), pp. 887-902.
  • Walker, A. J. (2001). How the web and other key trends are changing human resources. Web-based human resources: the technologies and trends that are transforming HR xiii-xxviii. New York: McGraw-Hill.
  • Wilson-Evered, E. and Hartel, C. E. J. (2009). ‘Measuring attitudes to HRIS Implementation: A Field Study to Inform Implementation Methodology’, Asia Pacific Journal of Human Resources, 47(3), pp. 374-384.
  • Yasemin, B. (2011). ‘The new human resources management in the 21st century: a strategic view’, Annual Conference on Innovations in Business & Management, The Center for Innovations in Business and Management Practices, London, UK.
  • Yerkes, L. (2003). ‘How to create a place where people love to work’, The Journal for Quality and Participation, 26(4), pp. 47-50.
  • Zhu, K., Dong, S., Xu, S.X. and Kraemer, K.L. (2006). ‘Innovation diffusion in global contexts: determinants of post-adoption digital transformation of European companies’, European Journal of Information Systems, 15(6), pp. 601-616.

Details

Primary Language English
Subjects Social
Journal Section Articles
Authors

Mushfiqur RAHMAN>
University of Bradford
United Kingdom


Erhan AYDIN> (Primary Author)
UŞAK ÜNİVERSİTESİ
0000-0003-2530-9058
Türkiye

Publication Date March 22, 2019
Published in Issue Year 2019, Volume , Issue

Cite

APA Rahman, M. & Aydın, E. (2019). ORGANISATIONAL CHALLENGES AND BENEFITS OF E- HRM IMPLEMENTATIONS IN GOVERNMENTAL ORGANISATIONS: THEORETICAL SHIFT FROM TOE MODEL . Uluslararası İktisadi ve İdari İncelemeler Dergisi , BOR Special Issue , 127-142 . DOI: 10.18092/ulikidince.516443

______________________________________________________

Address: Karadeniz Technical University Department of Economics Room Number 213  

61080 Trabzon / Turkey

e-mail : uiiidergisi@gmail.com