Please use this identifier to cite or link to this item: http://hdl.handle.net/10739/5250
Title: A dark side of e-HRM: Mediating role of HR service delivery and HR socialization on HR effectiveness
Authors: Talukdar, Asim
Ganguly, Anirban
Keywords: e-human resource management
e-HRM
HR socialization
Perceived HR effectiveness
HR effectiveness
HR service delivery
Issue Date: 1-Oct-2021
Publisher: International Journal of Manpower, Emerald, UK
Citation: Talukdar, A. and Ganguly, A. (2021). A dark side of e-HRM: mediating role of HR service delivery and HR socialization on HR effectiveness. International Journal of Manpower, (In press), DOI: https://doi.org/10.1108/IJM-01-2021-0038
Abstract: The primary aim of this paper is to study a dark side of e-HRM concerning its parallel effect on human resource (HR) socialization and HR service delivery and the consequent impact of perceived HR effectiveness. The current study started with an in-depth review of the extant literature in the field of e-HRM to derive a set of constructs. Based on the theoretical foundation of the identified constructs, the current study went on to derive a set of hypotheses, which was subsequently validated using the uses the quantitative technique of PLS-SEM. A primary survey, in the form of a structured questionnaire, was used as the source for data collection on a sample size of 276 from the Indian industrial domain. Careful attention was paid to eliminate the common method bias in the study. The findings of this study show a simultaneous significant full mediation effect of both HR service delivery and HR socialization is the relationship between e-HRM and HR effectiveness. However, e-HRM has a strong and significant negative effect on HR socialization. Though HR socialization is positively related to HR effectiveness, the significantly reduced level of HR socialization as a consequence of adaption of e-HRM had negatively affected the perceived HR effectiveness. Although the dark side of e-HRM has been recognized by academicians and practitioners alike, its implications have seldom been studied in the academic literature. The current study intends to shed some light on this important, but sparsely discussed topic. Further, this study makes significant and meaningful contributions in the literature of e-HRM by empirically studying together the positive and negative consequences of e-HRM and its effects on HR effectiveness. Several e-HRM scholars have discussed the implications of e-HRM adoption and highlighted the negative impacts of e-HRM, and traversing the same path, the current study advances the literature by empirically investigating the effect of e-HRM on the dehumanization of HR processes and practices.
URI: https://doi.org/10.1108/IJM-01-2021-0038
http://hdl.handle.net/10739/5250
ISSN: 0143-7720
Appears in Collections:JGU Research Publications

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