THE EFFECTIVENESS OF E-HRM PRACTICES TOWARDS...

THE EFFECTIVENESS OF E-HRM PRACTICES TOWARDS

EMPLOYEE PERFORMANCE IN PRIMARY COURTS OF

SULTANATE OF OMAN

Khamis Ali Said Al Mashrafi

Thesis submitted in fulfilment for the degree of

DOCTOR OF PHILOSOPHY IN

HUMAN RESOURCE MANAGEMENT

UNIVERSITI SAINS ISLAM MALAYSIA

March 2018

ii

AUTHOR DECLARATION

I hereby declare that the work in this thesis is my own except for quotations and summaries

which have been duly acknowledged.

Date: 30th March 2018 Signature:

Name: Khamis Ali Said Al Mashrafi

Matric No: 4130223

Address: Sur, Sultanate of Oman

iii

ACKNOWLEDGEMENTS

In the Name of Allah Almighty, the most Gracious, the most Merciful. “Truly, my prayers

and my service of sacrifice, my life, and my death, are (all) for Allah. First and foremost,

all praise and deep thanks are due to ALLAH ALMIGHTY (the Creator), WHO helped and

guided me throughout this study. WHO has given me the strength, patience, and knowledge

to continue and finish my Ph.D. journey.

My sincere thanks and great appreciation and loyalty to my parents, my mother, my wife

and my children who helped me in my scientific life. I would like to express my gratitude

to my supervisor, Dr. Khairunneezam Bin Mohd. Noor of the Faculty of Management and

Leadership, for his guidance, intellectual advice, and patience throughout the research

process. I owe him heartfelt thanks for his time and effort that assisted me throughout my

study. My humble acknowledgment and gratitude go also to co‐supervisor, Associate.

Professor. Dr. Mahazan Bin Abdul Muttalib of the same faculty in Universiti Sains Islam

Malaysia.

My heartiest thanks to Council of Administrative Affairs for the Judiciary for their

cooperation. I would also like to express special thanks to the government Sultanate of

Oman to give me chance to complete my doctorate. Finally, many thanks to all those

academics and individuals who have helped me in many ways and who assisted me to

administer the questionnaires for this work and all others whose names cannot be readily

mentioned, I am equally grateful to you all.

iv

ABSTRAK

Pelaksanaan E-HRM di Mahkamah Rendah Kesultanan Oman adalah sangat penting

kerana kesan positifnya dalam kalangan pekerja untuk melaksanakan tugas dan

tanggungjawab mereka dengan profesional, cekap, berkesan, dan meningkatkan prestasi di

tempat kerja. Kajian ini bertujuan untuk menentukan keberkesanan amalan e-HRM dalam

kalangan pekerja di Mahkamah Rendah Kesultanan Oman dan menekankan

kepentingannya dalam meningkatkan prestasi pekerja. Pembentukan kajian ini terdiri

daripada lima pembolehubah bebas dan satu pembolehubah bersandar. Pembolehubah

bebas terdiri daripada kepentingan e-HRM, infrastruktur e-HRM, IT utama dan peralatan

infrastruktur IT, sistem mahkamah serta pengadilan yang menyokong peralihan yang

kesemuanya mempengaruhi prestasi pekerja. Kajian ini juga mengenalpasti peranan faktor

kesederhanaan, iaitu dari segi jantina, kelayakan, pengalaman dan kursus yang

mempengaruhi hubungan di antara keberkesanan e-HRM dan prestasi pekerja di

Mahkamah Rendah Kesultanan Oman. Kajian ini menggunakan pendekatan deskriptif

inferensi dan moderasi melalui kaedah kaji selidik. Borang soal selidik digunakan sebagai

bahan utama untuk mengumpul data yang terdiri daripada beberapa soalan berskala.

Kemudian, borang soal selidik diedarkan secara rawak kepada 285 orang responden

daripada kalangan pekerja di Mahkamah Rendah Kesultanan Oman. Data ini dianalisis

dengan menggunakan SPSS beserta dengan pengiraan sisihan piawai statistik yang

membina, pekali kolerasi Pearson, ujian-t, faktor analisis dan ANOVA bagi mengenalpasti

perbezaan antara individu mengikut pembolehubah demografi. Kajian ini menggunakan

pelbagai analisis regrasi untuk mengkaji hubungan kausal di antara pembolehubah bebas

dan pembolehubah bersandar. Keputusan menunjukkan bahawa kepentingan dan sistem

mahkamah adalah penting dalam prestasi pekerja. Walau bagaimanapun, infrastruktur e-

HRM dan IT utama tidak mempunyai kesan yang penting terhadap prestasi pekerja. Kajian

ini menunjukkan bahawa mahkamah yang menyokong peralihan tidak menyumbang

kepada prestasi pekerja. Selain itu, persepsi di kalangan pekerja di mahkamah rendah

mengenai keberkesanan amalan e-HRM adalah sama di kalangan semua pekerja tanpa

mengira jantina, kelayakan, pengalaman dan bilangan kursus. Keputusan menunjukkan

bahawa perhatian terhadap amalan e-HRM dapat meningkatkan prestasi pekerja di

mahkamah rendah.

v

ABSTRACT

E-HRM practices in the Primary Courts of the Sultanate of Oman is of paramount

importance because of its positive impact among employees to carry out their tasks and

responsibilities with professionalism, competence, effectiveness and improved performance

in the workplace. The present study aims to determine the effectiveness of e-HRM practices

in employee performance in the Primary Courts of the Sultanate of Oman and emphasises

the importance of e-HRM practices in improving employee performance. The study

framework consists of five independent variables and one dependent variable. The

independent variables contain e-HRM importance, e-HRM infrastructure, main IT and

infrastructure IT equipment, courts systems and courts supported transitions all of which

affect employee performance. The study also identifies the role of moderation factors, i.e.,

gender, qualification, experience and courses that affect the relationship between e-HRM

effectiveness and employee performance in the Primary Courts in the Sultanate of Oman.

This study used descriptive approach which is a survey method. A survey questionnaire was

used as the main instrument to collect data which comprises several scales. The

questionnaire was distributed among 285 randomly selected respondents from primary

courts in the Sultanate of Oman. The data are analysed using SPSS along with constructive

statistic standard deviation calculations, Pearson correlation coefficients, t-Test, factor

analysis and ANOVA to identify the differences between the individuals according to the

demographic variables. This study used multiple regression analysis to examine the causal

relationships between independent and dependent variables. Results show that the e-HRM

importance and court systems were significant in employee performance. However, e-HRM

infrastructure and main IT did not have a significant effect on employee performance. This

study shows that the court supported transitions do not contribute to employee performance.

Also, the perceptions among employees in the primary courts about the effectiveness of e-

HRM practices are the same among all employees regardless of gender, qualification,

experience and number of courses. The results indicate that attention to e-HRM practices

can improve the performance of the employees in primary courts.

vi

الملخص

أهمية قصوى بسبب تأثيرها ذات تعتبر إدارة الموارد البشرية الإلكترونية في المحاكم الابتدائية في سلطنة عمانالموظفين القيام بمهامهم ومسؤولياتهم من خلال الكفاءة المهنية والكفاءة والفعالية والأداء المحسن علىالإيجابي

راسة إلى تحديد مدى فعالية ممارسات إدارة الموارد البشرية الإلكترونية في أداء في مكان العمل. تهدف هذه الدالموظفين في المحاكم الابتدائية بسلطنة عمان وتؤكد على أهمية ممارسات إدارة الموارد البشرية الإلكترونية في تحسين

د. تحتوي المتغيرات المستقلة أداء الموظفين. يتكون إطار البحث من خمسة متغيرات مستقلة ومتغير تابع واحعلى أهمية إدارة الموارد البشرية الإلكترونية والبنية التحتية لتكنولوجيا المعلومات الرئيسية لإدارة الموارد البشرية الإلكترونية ، والبنية التحتية لمعدات تكنولوجيا المعلومات ، وأنظمة المحاكم ودعم المحاكم للأنتقال إلى إدارة

عتدال ، أي لأالبشرية الإلكترونية والتي تؤثر جميعها على أداء الموظفين. كما يحدد البحث دور عوامل االموارد النوع الاجتماعي ، المؤهل ، وسنوات الخبرة والدورات التي تؤثر على العلاقة بين فعالية إدارة الموارد البشرية

نة عمان. أستخدمت الدراسة المنهج الوصفي، وأداة الإلكترونية وأداء الموظفين في المحاكم الابتدائية في سلط 285ستبيان يشمل عدة مقاييس. تم إجراء الأستبيان بين أالبحث الرئيسية المستخدمة في هذه الدراسة هي

من المستجيبين الذين تم اختيارهم بشكل عشوائي من المحاكم الابتدائية في سلطنة عمان. يتم تحليل البيانات -نحراف المعيارية الإحصائية ، معاملات ارتباط بيرسون ، لأجنبا إلى جنب مع حسابات ا SPSS باستخدام

Test t تحليل العوامل و ،ANOVA ختلافات بين الأفراد وفقا للمتغيرات الديموغرافية. لألتحديد اة وغير المستقلة. نحدار المتعدد لفحص العلاقات السببية بين المتغيرات المستقللأستخدمت هذه الدراسة تحليل اأ

تشير النتائج إلى أن أهمية نظام إدارة الموارد البشرية الإلكترونية وأنظمة المحاكم كانت مهمة في أداء الموظفين. ومع ذلك ، لم يكن للبنية التحتية لإدارة الموارد البشرية الإلكترونية تكنولوجيا المعلومات الرئيسية تأثير كبير على

لكترونية لا تساهم لإذه الدراسة أن دعم إدارة المحاكم للأنتقال إلى إدارة الموارد البشرية اأداء الموظف. تُظهر هفي أداء الموظف. كذلك ، فإن تصورات العاملين في المحاكم الابتدائية حول فعالية ممارسات إدارة الموارد البشرية

تأهيل والخبرة وعدد الدورات. تشير النتائج الإلكترونية هي نفسها بين جميع الموظفين بغض النظر عن الجنس وال هتمام بممارسات إدارة الموارد البشرية الإلكترونية يمكن أن يحسّن أداء الموظفين في المحاكم الابتدائية.لأإلى أن ا

vii

TABLE OF CONTENTS

CONTENT PAGE

AUTHOR DECLARATION ii

ACKNOWLEDGEMENTS iii

ABSTRAK iv

ABSTRACT v

AL-MULAKHS vi

TABLE OF CONTENTS vii

LIST OF TABLES xiv

LIST OF FIGURES xxii

LIST OF APPENDICES xxiii

LIST OF ABBREVIATIONS xxiv

CHAPTER 1: INTRODUCTION 1

1.1 Introduction 1

1.2 Problem Statement 6

1.3 Significance of the Study 8

1.4 Background of the Courts of the Sultanate of Oman 9

1.5 Research Questions 9

1.6 Research Objectives 10

1.7 Limitations of the Study 10

1.8 Definitions of Terms 11

1.9 Summary 14

CHAPTER 2: LITERATURE REVIEW 15

2.1 Introduction 15

2.2 Electronic Human Resource Management (E-HRM) 15

2.2.1 Nature of Electronic Human Resource Management System 38

2.2.2 Objectives of the E-HRM System 42

2.2.3 Levels of E-HRM System 42

2.2.4 Outcome of E-HRM System 44

2.2.5 Functions of E-HRM System 45

2.2.6 Challenges, Methods and Opportunities for Implementation of

e-HRM 49

2.2.7 Benefits of Electronic Human Resource Management System 52

viii

2.2.8 Electronic Human Resource Management and Globalisation 53

2.2.9 Impacts of e-HRM on Employee Motivation 54

2.2.10 E-HRM Practices 54

2.3 Demographics Factor 56

2.3.1 Gender of Employees 57

2.3.2 Educational Qualification of Employees 59

2.3.3 Years of Experience of Employees 61

2.3.4 Number of Courses of Employees 63

2.4 Employee Performance 65

2.4.1 Task-Technology Fit Theory 70

2.4.2 Contingency Theory 71

2.5 Applying e-HRM to Improve Employee Performance in the Primary

Courts 71

2.6 The Conceptual Framework 73

2.7 Research Hypotheses 74

2.8 Summary 76

CHAPTER 3: METHODOLOGY 77

3.1 Introduction 77

3.2 Research Design 77

3.3 Population and Sampling Method 78

3.3.1 Sample Size 79

3.4 Data Collection Procedures 81

3.5 Research Instruments 83

3.5.1 E-HRM Importance 84

3.5.2 Availability of the Infrastructure for E-HRM 85

3.5.3 Courts Systems 85

3.5.4 Supporting the Courts Department’s Shift Towards e-HRM 86

3.5.5 Employee Performance 87

3.6 Pilot Study 89

3.7 Data Analysis 90

3.7.1 Descriptive Statistics and Basic Tests of Differences 91

ix

3.7.2 Regression Analysis 91

3.7.3 Moderation Analysis 92

3.8 The Study Plan 92

3.8.1 Primary Sources 92

3.8.2 Secondary Sources 93

3.9 Summary 93

CHAPTER 4: FINDINGS 94

4.1 Introduction 94

4.2 Data Screening 94

4.2.1 Response Rate 94

4.2.2 Non-Response Bias 95

4.2.3 Outliers 99

4.3 Factor Analysis 100

4.3.1 Factor Analysis for Effectiveness of e-HRM Practices (IV) 100

4.3.2 Factor Analysis for Employee Performance (DV) 104

4.4 Convergent and Discriminant Validities 105

4.4.1 Criterion Validity 105

4.4.2 Core Competencies and Behavioural Anchor Tools 107

4.4.3 Reliability 107

4.5 Methods of Multiple Regression Analysis 108

4.5.1 Normality 109

4.5.2 Linearity 110

4.5.3 Homoscedasticity 110

4.6 Descriptive Analysis 111

4.6.1 Classification of Respondents Based on Gender 111

4.6.2 Classification of Respondents Based on Qualification 112

4.6.3 Classification of Respondents Based on Experience 112

4.6.4 Classification of Respondents Based on Courses 113

4.6.5 Classification of Respondents Based on Location of Courts 113

4.7 Descriptive Statistics (IV and DV) 114

4.7.1 Descriptive Statistic of e-HRM Importance 115

x

4.7.2 Descriptive Statistic of e-HRM Infrastructure 116

4.7.3 Descriptive Statistics of Courts Systems 119

4.7.4 Descriptive Statistic of Court’s Supported Transitions 120

4.7.5 Descriptive Statistic of Employee Performance 122

4.8 Correlation Analysis 124

4.9 Multiple Regression Analysis 125

4.9.1 Hypotheses Results 127

4.10 Testing Differences Between the Groups (Employees Performance) 131

4.10.1 The Gender Analysis 132

4.10.2 The Qualification Analysis 133

4.10.3 The Experience Wise Analysis 134

4.10.4 The Courses Analysis 135

4.11 Testing the Difference Between the Groups (Effectiveness of e-HRM

practices) 137

4.11.1 The Gender Analysis 137

4.11.1.1 E-HRM Importance Based on Gender 138

4.11.1.2 E-HRM Infrastructure (Main IT) Based on Gender 138

4.11.1.3 E-HRM Infrastructure (IT Equipment) Based on

Gender 139

4.11.1.4 Court Systems Based on Gender 140

4.11.1.5 Court’s Supported Transitions Based on Gender 141

4.11.2 The Qualification Analysis 142

4.11.2.1 E-HRM Importance Based on Qualification 142

4.11.2.2 E-HRM Infrastructure (Main IT) Based on

Qualification 144


Qualification 145

4.11.2.4 Court Systems Based on Qualification 146

4.11.2.5 Court’s Supported Transitions Based on

Qualification 148

4.11.3 The Experience Analysis 151

4.11.3.1 E-HRM Importance Based on the Experience 151

xi

4.11.3.2 E-HRM Infrastructure (Main IT) Based on

Experience 152


Experience 154

4.11.3.4 Courts Systems Based on Experience 155

4.11.3.5 Court’s Supported Transitions Based on Experience 157

4.11.4 The Courses Wise Analysis 158

4.11.4.1 E-HRM Importance Based on the Courses 158

4.11.4.2 E-HRM Infrastructure (Main IT) Based on Courses 160


Courses 162

4.11.4.4 Court Systems Based on Courses 163

4.11.4.5 Perception of Court’s Supported Transitions based

on Courses 164

4.12 Moderation Analysis 166

4.12.1 Relationship Between E-HRM Practices and Employee

Performance by Gender 170

4.12.1.1 E-HRM Importance and Employee Performance by

Gender 170

4.12.1.2 E-HRM Infrastructure (Main IT) and Employee


4.12.1.3 E-HRM Infrastructure (IT Equipment) and Employee


4.12.1.4 Court Systems and Employee Performance by

Gender 173

4.12.1.5 Courts Supported Transitions and Employee



Performance by Experience 175


Experience 176





xii

4.12.2.4 Courts Systems and Employee Performance by

Experience 179




Performance by Qualification 181


Qualification 181






Qualification 185




Performance by Courses 187


Courses 187






Courses 190



4.12.5 Summary of Moderation Analysis 192

4.13 Summary 194

CHAPTER 5: DISCUSSION, CONCLUSION AND RECOMMENDATIONS 196

5.1 Introduction 196

5.2 Overview of Effectiveness of E-HRM Practices in Primary Courts 197

5.3 Discussion of the Results and Key Findings 197

xiii

5.3.1 Key Findings: Descriptive Statistics of the Effectiveness of e-

HRM Practices and Employee Performance 210

5.3.2 Key Findings: The Relationship Between E-HRM Practices

Effectiveness and Employee Performance 214

5.3.3 Key Findings: Effects of Characteristics on the Relationship

Between E-HRM Practices Effectiveness and Employee

Performance 214

5.3.4 Key Findings: Moderation Analysis 215

5.3.4.1 Moderation Analysis by Gender 218

5.3.4.2 Moderation Analysis by Qualification 219

5.3.4.3 Moderation Analysis by Experience 220

5.3.4.4 Moderation Analysis by Courses 221

5.4 Recapitulation of the Study 222

5.5 Implications and Contributions of the Study 223

5.6 Limitations of the Study 226

5.7 Future Directions and Recommendations 227

5.8 Conclusion 230

REFERENCES 232

APPENDICES 249

232

REFERENCES

Ahmadi, A. A., Darayi, M., & Rastgoo, F. (2014). Investigating the Effect of Electronic

Human Resource Management on the Successful Implementation of Succession

Planning. Oman Chapter of Arabian Journal of Business and Management

Review, 34(2361), 1-6.

Alagaraja, M., & Shuck, B. (2015). “Exploring Organizational Alignment-Employee

Engagement Linkages and Impact on Individual Performance: A Conceptual Model.”

Human Resource Development Review, 14(1), 17-37.

Alalfi, M. M. (2007). E-Court between Reality and Expectations, Working Paper Submitted

in E-government Sixth Conference. Dubai, United Arab Emirates. [Online] Available

at: http://iefpedia.com/arab/?p=17802. (Accessed: 27 March 2016).

Al-Dhafi. (2006). The Applicability of Electronic Management in the Directorate General

for Passports Riyadh. (Master Dissertation). Naïf University for Security Sciences.

Riyadh.

Alghafri, A. A. (2015). Literature Review on: ‘The Advantages and Disadvantages of

Implementing E-HRM for an Organisation, E-Learning as an Example’. American

Journal of Economics, 5(2), 51-55.

Ali, B. (2016). Moderating Effect of Religiosity on the Relationship between Technology

Readiness, Trust and Diffusion of E-Commerce (B2C) in Sultanate of Oman. Doctoral

Dissertation, University Utara Malaysia.

AlKerdawy, M. M. A. (2016). The Relationship between Human Resource Management

Ambidexterity and Talent Management: The Moderating Role of Electronic Human

Resource Management. International Business Research, 9(6), 80.

Al-Khzami, A. H. and Ahmed, A. (1999). Performance Evaluation Technology to Optimize

Performance Evaluation. Cairo: Egypt Library of Ibn-e-Sina.

Al-Majali, M. M. (2011). The antecedents of internet banking service adoption in Jordan:

using decomposed theory of planned behaviour. (Doctoral Dissertation), Universiti

Utara Malaysia.

Al-Marsi, Jamal. (2003). Strategic Management for Human Resources: An Approach to

Achieving Competitive Advantage for 21st Century Organization. First Edition.

University House Cairo, Egypt. p. 18.

Al-Masoudi, S. M. (2010). Obstacles to the Application of Electronic Management in the

Management of Human Resources in the Health Sector in the City of Mecca from the

Point of View of Managers and Staff of Human Resources. (Doctoral Dissertation),

International Virtual University. United Kingdom. pp. 97-108.

http://iefpedia.com/arab/?p=17802

233

Al-Najjar, F. (2008). E-government between Theory and Practice. University House.

Alexandria, Egypt. pp 33, 242-249.

Al-Otaibi, A. (2010). The Impact of the Use of Information Technology on the

Performance of Human Resources in the Australian International Academy in

Melbourne, and the Impact on Job Performance. (Master Dissertation), Arab British

Academy for Higher Education. UK. pp.108-109.

Alruahnh, A. (2013). The Impact of the Quality of the E-HRM Systems on the Employees

Performance Efficiency. (Master Dissertation), Middle East University. Jordan.

Al-Shahry, A. (2005). Administrative Communications and their Role in Job Performance.

Unpublished Master, Arab Naif University for Security Sciences, Saudi Arabia.

Al Shobaki, M. M., Naser, S. S. A., Amuna, Y. M. A., & El Talla, S. A. (2017). “The

Efficiency of Information Technology and its Role of e-HRM in the Palestinian

Universities”. International Journal of Engineering and Information Systems, 1(5), pp.

36-55.

Amer, T. A. (2007). E-Management Contemporary Models. Dar Al-Sahab Publishing.

Amini, M. T., Keshavarz, E., Keshavarz, A., & Bagheri, S. M. (2016). “Prioritisation and

Performance Evaluation of Employees at Strategic Human Resource Management

Process Using Fuzzy AHP and Fuzzy TOPSIS Methods”. International Journal of

Productivity and Quality Management, 17(1), 61-81.

Antony Joe Raja, V. and Balasubramanian, S., (2011). “E-HRM in Software

Organizations”. International Journal of Management Research and Development, 1

(1): pp. 20-24.

Arazm, M. (2014). “An Investigation into Diverse Use Systems of Global HRM

Integration”. Kuwait Chapter of the Arabian Journal of Business and Management

Review, 3(9), 392.

Armstrong, J. S., & Overton, T. S. (1977). “Estimating Nonresponse bias in Mail Surveys”.

Journal of marketing research, pp. 396-402.

Armstrong, M. B., Landers, R. N., & Collmus, A. B. (2016). Gamifying recruitment,

selection, training, and performance management: Game-thinking in human resource

management. In Emerging research and trends in gamification (pp. 140-165). IGI

Global.

Aryee, S., Walumbwa, F. O., Seidu, E. Y., & Otaye, L. E. (2016). Developing and

leveraging human capital resource to promote service quality: Testing a theory of

performance. Journal of management, 42(2), 480-499.

Ashkezari, M. J. D., & Aeen, M. N. (2012). Using competency models to improve

HRM. Ideal Type of Management, 1(1), 59-68.

234

Atmojo, M. (2015). The influence of transformational leadership on job satisfaction,

organizational commitment, and employee performance. International research

journal of business studies, 5(2). p. 100.

Awamla, N. A. (2003). Quality Management and E-Government in the Digital World.

Exploratory Study. Majed Al-Saud, Maj. Vol. 15: p. 24.

Bal, Y., Bozkurt, S., & Ertemsir, E. (2012). The importance of using human resources

information systems (HRIS) and a research on determining the success of HRIS.

Ball, K. S. (2001). The Use of Human Resource Information Systems: A Survey. Personnel

review, 30(6), pp. 677-693.

Banerji, S. C. (2013). A Study of Issues & Challenges of Implementation of Information

Technology in HRM. Global Journal of Management and Business Studies, 3(4), 435-

440.

Bell, B. S., Lee, S. W., & Yeung, S. K. (2006). The impact of e‐HR on professional

competence in HRM: Implications for the development of HR professionals. Human

Resource Management, 45(3), 295-308.

Bilal, Z. O., & Al Mqbali, N. S. (2015). Challenges and constrains faced by small and

medium enterprises (SMEs) in Al Batinah governorate of Oman. World Journal of

Entrepreneurship, Management and Sustainable Development, 11(2), 120-130.

Bloom, N., & Van Reenen, J. (2011). Human Resource Management and Productivity. In

Handbook of Labour Economics. (Vol. 4, pp. 1697-1767). Elsevier.

Bluman, A. (2011). E-Study Guide for Elementary Statistics: A Step by Step Approach.

Cram101 Textbook Reviews. Paperback, USA.

Bolman, L. G., & Deal, T. E. (2017). Reframing Organizations: Artistry, Choice, and

Leadership. John Wiley & Sons.

Bondarouk, T., & Ruël, H. (2013). The strategic value of e-HRM: Results from an

Exploratory Study in a Governmental Organization. The International Journal of

Human Resource Management, 24(2), 391-414.

Bondarouk, T., Parry, E., & Furtmueller, E. (2017). Electronic HRM: four Decades of

Research on Adoption and Consequences. The International Journal of Human

Resource Management, 28(1), 98-131.

Bondarouk, T., Ruël, H., & Looise, J. C. (2011). Electronic HRM in Theory and Practice.

(Vol. 6). Emerald Group Publishing.

Bondarouk, T., Ruël, H., & van der Heijden, B. (2009). “E-HRM Effectiveness in a Public-

Sector Organization: A Multi-Stakeholder Perspective”.The International Journal of

Human Resource Management, 20(3), pp. 578-590.

235

Brewster, C., Hegewisch, A., Mayne, L., & Tregaskis, O. (2017). “Employee

Communication and Participation”. Policy and Practice in European Human Resource

Management: The Price Waterhouse Cranfield Survey, 154.

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International Human

Resource Management. Kogan Page Publishers. New York.

Byrne, B. M. (2010). Testing for the factorial validity of a Theoretical Construct. Structural

Equation Modelling with AMOS: Basic Concepts, Applications, and Programming,

pp. 53-96.

CAAJ. (2014). Council of Administrative Affairs for Judiciary. [Online] Available at:

http://www.caaj.gov.om/Default2.aspx [Accessed: 11 July 2017].

Cavana, R. Y., Delahaye, B. L., & Sekaran, U. (2001). Applied Business Research:

Qualitative and Quantitative Methods. John Wiley & Sons Australia.

Cavanagh, J., Bartram, T., Meacham, H., Bigby, C., Oakman, J., & Fossey, E. (2017).

Supporting Workers with Disabilities: A Scoping Review of the Role of Human

Resource Management in Contemporary Organisations. Asia Pacific Journal of

Human Resources, 55(1), pp. 6-43.

Cedarcrestone. 2005. The Cedarcrestone 2005 Workforce Technologies and Service

Century. Human Resource Management Review. 8(3): pp. 215-234.

Chapman, E. F., Sisk, F. A., Schatten, J., & Miles, E. W. (2016). Human Resource

Development and Human Resource Management Levers for Sustained Competitive

Advantage: Combining isomorphism and differentiation. Journal of Management &

Organization, 1-18.

Chelladurai, P., & Kerwin, S. (2017). Human Resource Management in Sport and

Recreation. Human Kinetics. USA.

Chytiri, A. P., Panayotopoulou, L., & Guest, D. E. (2016). The Impact of a Financial Crisis

on Human Resource Management and Performance Relationship. In 9th Annual

Conference of the EuroMed Academy of Business.

Clark, W. C., Tomich, T. P., Van Noordwijk, M., Guston, D., Catacutan, D., Dickson, N.

M., & McNie, E. (2016). Boundary work for Sustainable Development: Natural

Resource Management at the Consultative Group on International Agricultural

Research (CGIAR). Proceedings of the National Academy of Sciences, 113(17), pp.

4615-4622.

Cohen, J. (1988). Statistical Power Analysis for the Behavioural Sciences. Hillsdale. NJ:

Lawrence Erlbaum Associates, p. 2.

Collins, N., Zhu, Y., & Warner, M. (2012). HRM and Asian Socialist Economies in

Transition: China, Vietnam and North Korea (pp. 598-619). Edward Elgar Publishing.

http://www.caaj.gov.om/Default2.aspx

236

Daini, R. K. (2010). The Impact of Electronic Management and the Role of Development

Human Resources in Improving the Performance of the Organization: An Applied

Study from One Side. The Employees of Rafidain Bank: A Case Study. Middle East

University.

Dall’Ora, C., Ball, J., Recio-Saucedo, A., & Griffiths, P. (2016). Characteristics of Shift

Work and their Impact on Employee Performance and Wellbeing: A Literature

Review. International Journal of Nursing Studies, 57, pp. 12-27.

Davis, D. and Cosenze, R. (1993). Business Research for Decision Making. 3rd ed.

Wadworth Publishing Company. Blemont, California.

Davis, P. J., & Simpson, E. (2016). Professional Development for Human Resource

Management Practitioners in NEST Second Tier Emerging Markets: A Three Country

Study. The Journal of Applied Business and Economics, 18(4), 54.

Davoudi, S. M. M., & Fartash, K. (2012). Electronic Human Resource Management: New

Avenues Which Leads to Organizational Success. Spectrum, 1(2): pp. 75-87.

Delery, J. E., & Roumpi, D. (2017). Strategic Human Resource Management, Human

Capital and Competitive Advantage: is the Field Going in Circles?. Human Resource

Management Journal, 27(1), pp. 1-21.

Dhamija, P. (2012). E-recruitment: A Roadmap towards E-Human Resource Management.

Researchers World, 3(3): pp. 33-39.

Dosajh, B., & Sujlana, P. (2012). New e-HRM Model Based on Technology Acceptance

Model. Gian Jyoti E-Journal, 1(2), pp. 1-10.

Dunn, S. C., Seaker, R. F., & Waller, M. A. (1994). “Latent variables in Business Logistics

Research: Scale Development and Validation”. Journal of Business Logistics, 15(2),

p. 145.

Elnaga, A., & Imran, A. (2013). “The Effect of Training on Employee Performance.”

European Journal of Business and Management, 5(4), pp. 137-147.

Esen, M., & Erdogmus, N. (2014). “Effects of technology readiness on Technology

Acceptance in E-HRM: Mediating role of Perceived Usefulness”. The Journal of

Knowledge Economy & Knowledge Management, 9, pp. 7-21.

Farndale, E., Paauwe, J., & Boselie, P. (2016). Corporate Crisis: Evolution of Human

Resource Function Roles. In Academy of Management Proceedings. 2016(1), p.

16140. Academy of Management.

Ferreira, A., & Du Plessis, T. (2009). “Effect of Online Social Networking on Employee

Productivity”. South African Journal of Information Management, 11(1), pp. 1-11.

237

Filsaraei, M., Khakbaz, E., Riazi, A., & Binafar, Y. (2016). An Overview of Human

Resource Accounting in the Manufacturing Companies. American Journal of

Marketing Research, 2(4), pp. 103-113.

Fletcher, P. A. (2005). From Personnel Administration to Business-Driven Human Capital

Management. The Professional Practice Series, p. 1.

Fodor, P., & Poór, J. (2009). The Impact of the Economic and Financial Crisis on HRM

and Knowledge-Management in Hungary and Slovakia-Empirical Research. Acta

Polytechnica Hungarica, 6(3), 69-91.

Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2017). Special Issue of

International Journal of Human Resource Management. A Contextualized Approach

to Talent Management: Advancing the Field.

Garavan, T., McCarthy, A., & Carbery, R. (2017). Handbook of International Human

Resource Development: Context, Processes and People. Edward Elgar Publishing.

Ghoneim, Ahmed, Mohamed. (2004). Electronic Management: Prospects for the Present

and Future Aspirations. Mansoura, Modern Library. pp 342-351.

Glaister, A. J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and Performance—

The Role of Talent Management as a Transmission Mechanism in an Emerging Market

Context. Human Resource Management Journal, 28(1), 148-166.

Glendon, A. I., Clarke, S., & McKenna, E. (2016). Human Safety and Risk Management.

CRC Press.

Gomez-Mejia, L. R., & Balkin, D. B. (1992). Compensation, Organizational Strategy, and

Firm Performance. South-Western Pub.

Gong, Y., Wang, M., Huang, J. C., & Cheung, S. Y. (2017). Toward a Goal Orientation–

based Feedback-Seeking Typology: Implications for Employee Performance

Outcomes. Journal of Management, 43(4), pp. 1234-1260.

Goodhue, D. L., & Thompson, R. L. (1995). Task-technology Fit and Individual

Performance. MIS Quarterly, pp. 213-236.

Guest, D. E. (2017). Human Resource Management and Employee Well‐Being: Towards

a New Analytic Framework. Human Resource Management Journal, 27(1), pp. 22-38.

Hair, G., Andreas, H. F. and Frank, H. (2000). Conjoint Measurement: Methods and

Applications. Springer Verlag. p. 124.

Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2010). SEM: An

introduction. Multivariate data analysis: A global perspective, pp. 629-686.

238

Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006).

Multivariate Data Analysis. 6th ed. Upper Saddle River, NJ: Prentice-Hall

International.

Hair, J., DeCoster, (1998). Overview of Factor Analysis. Stat Help. [Online] Available at:

http://www.stat-help.com/notes.html.

Hair, J.F., Money, A.H., Page, M., Samuel, P. (2007), Research Methods for Business.

Chichester, England, Hoboken, N, J. John Wiley and Sons Ltd.

Heizer, J. 2016. Operations Management, 11th ed. Pearson Education India.

Hopkins, B., & Markham, J. (2003). E-HR: Using Intranets to Improve the Effectiveness

of Your People. England. Gower Publishing, Limited.

Hosseini, S. A., & Nematollahi, K. (2014). Electronic Human Resources Management and

the Effectiveness of Human Resources Management. European Online Journal of

Natural and Social Sciences: Proceedings, 2(3s): pp. 1812-1819.

Ibrahim, H., & Yusoff, Y. M. (2013). Satisfaction Towards EHRM in Government

Organisations of Malaysia: A Proposed Model Based on Field Theory.

Isa, A. (2009). E-Government Third National Conference. Informatics Journal, Syria,

Fourth year. Vol. 45: pp. 40-43.

Israa, N. (2013). The Role of the Electronic Management to Improve Functionality among

Workers in Higher Education Institutions. In Al-Jazir, Unpublished Master Thesis,

University of Mohamed Khider. Eskerh,

Karampour, A., Nazari, Y., Alinia, S., & Kameli, A. (2014). Survey and Comparison of E-

HRM Systems in Oil and Gas Companies Lorestan Province, International Journal of

Management and Humanity Sciences, 3(1), pp. 1308-1315. [Online] Available at:

http://www.ijmhsjournal.com.

Kariznoee, A., Afshani, M., & Moghadam, M. R. H. (2012). The examiner of effect of E-

HRM on employee’s job performance. Advanced Research in Economic and

Management Sciences (AREMS), 6, pp. 275-282.

Kartikasari, A. D., Jaryono, J., & Daryono, D. (2017). Technology of E-Government

Acceptance Analysis on Electronic Resident Identification Card (E-KTP) Adoption.

In Performance (Vol. 23, No. 2, pp. 77-88).

Kehoe, J. F., Dickter, D. N., Russell, D. P., & Sacco, J. M. (2005). E-selection. The

Professional Practice Series, p. 54.

Khanam, L., Uddin, M. A., & Mahfuz, M. A. (2015). Students’ Behavioural Intention and

Acceptance of E-Recruitment System: A Bangladesh Perspective. In 12th International

Conference on Innovation & Management.

http://www.stat-help.com/notes.html

http://www.ijmhsjournal.com/

239

Kidwell, R. E., Eddleston, K. A., & Kellermanns, F. W. (2018). Learning Bad Habits

Across Generations: How Negative Imprints Affect Human Resource Management in

the Family Firm. Human Resource Management Review, 28(1), 5-17.

Krejcie, R. V., & Morgan, D. W. (1970). Determining Sample Size for Research Activities.

Educational and Psychological Measurement, 30(3), pp. 607-610.

Kulkarni, S. R. (2014). Human Capital Enhancement through e-HRM. IBMRD's Journal

of Management & Research, 3(1), 59-74.

Lakshmi, C. D. (2014). Study On E-Hrm Practices in Kovai Medical Center and Hospital,

Coimbatore. Journal of Business Management & Social Sciences Research

(JBM&SSR), 3(8), 43-47.

Lambert, E. G., & Paoline, E. A. (2008). The Influence of Individual, Job, and

Organizational Characteristics on Correctional Staff Job Stress, Job Satisfaction, and

Organizational Commitment. Criminal Justice Review, 33(4), 541-564.

Lapointe, L., & Rivard, S. (2005). A Multilevel Model of Resistance to Information

Technology Implementation. MIS Quarterly, pp. 461-491.

Laszlo, E. (2014). The Chaos Point: The World at The Crossroads. Hachette UK.

Latham, G. P. (2012). Work Motivation: History, Theory, Research, and Practice. Sage.

Lattin, J. M., Carroll, J. D., & Green, P. E. (2003). Analysing Multivariate Data. Pacific

Grove, CA: Thomson Brooks/ Cole. New York.

Laumer, S., Eckhardt, A., & Weitzel, T. (2010). Electronic Human Resources Management

in an E-business Environment. Journal of Electronic Commerce Research, 11(4), pp.

240-250.

Lee, I. A. (2008). Relationship between the Use of Information Technology (IT) and

Performances of Human Resources Management (HRM). Dissertation Thesis Ph.D.

Faculty of the Marshall Goldsmith School of Management. Alliant International

University, San Diego.

Lengnick-Hall, M. L., & Moritz, S. (2003). The impact of e-HR on the Human Resource

Management Function. Journal of Labour Research, 24(3), pp. 365-379.

Lenz, S., Pinhanez, M., De Césaris, L. E. U., & Jacobs, C. (2016). “Open Innovation and

the Challenges of Human Resource Management”. International Journal of

Innovation Management, 20(07): pp. 65-185.

Lepak, D. P., & Snell, S. A. (1998). “Virtual HR: Strategic Human Resource Management

in the 21st Century”. Human Resource Management Review, 8(3), pp. 215-234.

240

Lin, C. H. V., Sanders, K., Sun, J. M. J., Shipton, H., & Mooi, E. A. (2016). “From

Customer‐Oriented Strategy to Organizational Financial Performance: The Role of

Human Resource Management and Customer‐Linking Capability”. British Journal of

Management, 27(1), pp. 21-37.

Lucas, K., D’Enbeau, S., & Heiden, E. P. (2016). “Generational Growing Pains as

Resistance to Feminine Gendering of Organization? An Archival Analysis of Human

Resource Management Discourses”. Journal of Management Inquiry, 25(3), pp. 322-

337.

Lunenburg, F.C. (2011). “Expectancy Theory of Motivation: Motivating by Altering

Expectations”. International Journal of Management, Business, and Administration.

Vol. 15(1).

Malik, R. H. (2011). Research Design. [Online]. Available at:

http://hafeezrm.hubpages.com/hub/Research-Design. Accessed: 20 February, 2017.

Manivannan, S. K. 2013. “Employee Satisfaction for E-HRM”. Abhinav International

Monthly Refereed Journal of Research in Management & Technology. Vol. 2: pp. 9-

22.

Markoulli, M., Lee, C. I., Byington, E., & Felps, W. A. (2017). “Mapping Human Resource

Management: Reviewing the Field and Charting Future Directions”. Human Resource

Management Review, 27(3), pp. 367-396.

Marler, J. H., & Parry, E. (2016). “Human Resource Management, Strategic Involvement

and e-HRM Technology”. The International Journal of Human Resource

Management, 27(19), pp. 2233-2253.

Martin, G., Farndale, E., Paauwe, J., & Stiles, P. G. (2016). “Corporate Governance and

Strategic Human Resource Management: Four Archetypes and Proposals for a New

Approach to Corporate Sustainability”. European Management Journal, 34(1), pp. 22-

35.

McDermott, A. M. and Conway, E. (2016). Organizational Change and Human Resource

Management.

McDonald, K., Fisher, S., & Connelly, C. E. (2017). E-HRM Systems in Support of

“Smart” Workforce Management: An Exploratory Case Study of System Success. In

Electronic HRM in the Smart Era. pp. 87-108. Emerald Publishing Limited.

Mehrjoo, D., & Noursina, M. (2013). “The Relationships between e-HRM and Staff

Empowerment: A Case Study of Amir Al-Moemenin Hospital in Iran”. International

Journal of Economy, Management and Social Sciences, 2(10), pp. 814-819.

241

Metcalfe, K., Collins, T., Abernethy, K. E., Boumba, R., Dengui, J. C., Miyalou, R., &

Tilley, D. (2017). “Addressing uncertainty in Marine Resource Management;

Combining Community Engagement and Tracking Technology to Characterize

Human Behaviour”. Conservation Letters, 10(4), pp. 460-469.

Meyer, B., Shemla, M., Li, J., & Wegge, J. (2015). “On the Same Side of the Faultline:

Inclusion in the Leader's Subgroup and Employee Performance”. Journal of

Management Studies, 52(3), pp. 354-380.

Meyer, K. E., & Xin, K. R. (2017). “Managing Talent in Emerging Economy

Multinationals: Integrating Strategic Management and Human Resource

Management”. The International Journal of Human Resource Management, pp. 1-29.

Minbaeva, D. B., & Michailova, S. (2004). “Knowledge Transfer and Expatriation in

Multinational Corporations: The Role of Disseminative Capacity”. Employee

Relations, 26(6), pp. 663-679.

Mitreva, E., & Taskov, N. (2015). “To Apply the Six-Sigma Method or the New TQM

(Total Quality Management) Strategy in the Macedonian Companies”. The

International Journal of Information, Business and Management, 7(2), pp. 176-174.

Moideenkutty, U., Al-Lamki, A., & Sree Rama Murthy, Y. (2011). “HRM Practices and

Organizational Performance in Oman”. Personnel Review, 40(2), 239-251.

Moreno, S. G., Sutton, A. J., Thompson, J. R., Ades, A. E., Abrams, K. R., & Cooper, N.

J. (2012). “A Generalized Weighting Regression‐Derived Meta‐Analysis Estimator

Robust to Small‐Study Effects and Heterogeneity”. Statistics in Medicine, 31(14), pp.

1407-1417.

Mullins, L. J. (2007). Management and Organisational Behaviour. Pearson education.

Prentice Hall. UK. 7th ed. Vol. 88(431): pp. 1052-1058.

Murphy, C., Klotz, A. C., & Kreiner, G. E. (2017). Blue Skies and Black Boxes: The

Promise (and practice) of Grounded Theory in Human Resource Management

Research. Human Resource Management Review, 27(2), pp. 291-305.

Najem, A. N. (2004). Electronic Management: Strategy, Jobs, and Problems. Mariks

Publishing. Riyadh.

Neuman, W. L. (1997). Qualitative Research Design. Social Research Methods:

Qualitative and Quantitative Approaches, pp. 333-335.

Nica, E. (2016). The Effect of Perceived Organizational Support on Organizational

Commitment and Employee Performance. Journal of Self-Governance and

Management Economics, 4(4), 34-40.

242

Nivlouei, F. B. (2014). Electronic Human Resource Management System: The Main

Element in Capacitating Globalization Paradigm. International Journal of Business

and Social Science, 5(2): pp. 147-159.

Noor, K. M. (2013). Job Satisfaction of Academics in Malaysian Public Higher Education

Institutions. La Trobe University. Australia. pp. 97-99.

Nura, A. A., & Osman, N. H. (2011). “Employer's attitude towards E-Human Resource

Management Adoption: Research on Higher Educational Institutions in Sokoto State,

Nigeria”. Skyline Business Journal, 7(1), 1-11.

Nura, A. A., & Osman, N. H. (2012). “The Proposed Relationship Connecting e-HRM

Adoption, Performance Management System and effective decision making in Higher

Educational Institutions in Nigeria”. European Journal of Business and Management,

4(18), 202-210.

Nyberg, A. J., Pieper, J. R., & Trevor, C. O. (2016). “Pay-for-performance’s Effect on

Future Employee Performance: Integrating Psychological and Economic Principles

toward a Contingency Perspective”. Journal of Management, 42(7), pp. 1753-1783.

Obeidat, S.M. (2017). “An Examination of the Moderating Effect of Electronic HRM on

High-Performance Work Practices and Organisational Performance Link. In

Evidence-based HRM: A Global Forum for Empirical Scholarship”. Emerald

Publishing Limited. 5(2): pp. 222-241.

Ofori, D. F., Sekyere-Abankwa, V., & Borquaye, D. B. (2012). “Perceptions of the Human

Resource Management Function among Professionals: A Ghanaian Study.”

International Journal of Business and Management, 7(5), p. 159.

Olivas-Luján, M. R., & Rousseau, D. M. (2010). Can the Evidence-Based Management

Movement Help e-HRM Bridge the Research-Practice Gap? Evidence-Based e-HRM?

On the Way to Rigorous and Relevant Research. p. 3.

Olivas-Lujan, M. R., Ramirez, J., & Zapata-Cantu, L. (2007). E-HRM in Mexico: Adapting

Innovations for Global Competitiveness. International Journal of Manpower, 28(5),

418-434.

Oman Legal. (2015). History and Background of the Courts, Sultanate of Oman. Oman

Legal Net. [Online] Available at:

http://www.omanlegal.net/vb/activity.php?s=cb4a27e67bbb5d3c4f008f84a665aa34

(Accessed: 1 August, 2015).

Omari, A. (2009). The Extent of the Possibility of the Application of the Electronic

Management and their Impact on the Quality of the Work. The Examination of the

Situation of the Directorate General for Housing Dhofar Governorate. Master’s Thesis.

Arab Academy Technology and Maritime Transport. Alexandria.

http://www.omanlegal.net/vb/activity.php?s=cb4a27e67bbb5d3c4f008f84a665aa34

243

Oostveen, C. J., Ubbink, D. T., Mens, M. A., Pompe, E. A., & Vermeulen, H. (2016). Pre‐

Implementation Studies of a Workforce Planning Tool for Nurse Staffing and Human

Resource Management in University Hospitals. Journal of Nursing Management,

24(2), pp. 184-191.

Oppel, E. M., Winter, V., & Schreyögg, J. (2017). Evaluating the Link between Human

Resource Management Decisions and Patient Satisfaction with Quality of Care. Health

Care Management Review, 42(1), pp. 53-64.

Orlikowski, W. J., & Scott, S. V. (2008). 10 Socio Materiality: Challenging the Separation

of Technology, Work and Organization. Academy of Management Annals, 2(1), 433-

474.

Oswal, N., & Narayanappa, G. L. (2014). “Evolution of HRM to E-HRM towards

Organizational Effectiveness and Sustainability”. International Journal of Recent

Development in Engineering and Technology, 2(4), 7-14.

Otani, S. (2012). “E-court, Concept and Application”. Damascus University for Economic

and Legal Sciences Journal. Vol. 28(1).

Pallant, J. (2011). SPSS Survival Manual: A Step by Step Guide to Data Analysis Using

SPSS for Windows. 4th ed. England: Maidenhead: Open University Press.

Panos, S., & Bellou, V. (2016). “Maximizing e-HRM Outcomes: A Moderated Mediation

Path”. Management Decision, 54(5), pp. 1088-1109.

Parry, E. (2011). “An Examination of e-HRM as a Means to Increase the Value of the HR

Function”. The International Journal of Human Resource Management, 22(5), pp.

1146-1162.

Parry, E. Tyson, S. and Leighton, R. (2007). HR and Technology: Impact and Advantages.

Chartered Institute of Personnel and Development. Book Store.

Parry, E., & Tyson, S. (2011). “Desired Goals and Actual Outcomes of e‐HRM”. Human

Resource Management Journal, 21(3), pp. 335-354.

Penwarden, R. (2014). Identifying Relationships and Making Business Decisions through

Experimentation. Causal Research. Fluid Surveys. [Online]. Available at:

http://fluidsurveys.com/university/causal-research-identifying-relationships-making-

business-decisions-experimentation/. (Accessed: February 18, 2017).

Pindek, S., Kessler, S. R., & Spector, P. E. (2017). “A Quantitative and Qualitative Review

of what Meta-Analyses Have Contributed to our Understanding of Human Resource

Management”. Human Resource Management Review, 27(1), 26-38.

Poorangi, M. M., Razavi, S., & Rahmani, N. (2011). An Evaluation of the Effectiveness of

E-recruitment Practices for SMEs in Malaysia. In 2011 International Conference on

Innovation, Management and Service IPEDR. 14, pp. 74-78.

244

Puja, S. (2014). “Integration of People, Process and Technology: A Case for E-HRM

Adoption”. International Journal of Application or Innovation in Engineering &

Management. 3(9): pp. 51-56.

Ramayah, T., Yan, L. C., & Sulaiman, M. (2005). “SME E-readiness in Malaysia:

Implications for Planning and Implementation”. Sasin Journal of Management, 11(1),

pp. 103-120.

Rangarao, J. P., & Raju, S. R. D. (2014). “E-HRM add value to the Human Resource

Management to Obtain Optimum Potentials from the Available Human Resources”.

Indian Journal of Commerce and management (IJOCAM), 1(1), 1-9.

Rastgoo, F. (2014). “Investigating the Effect of Electronic Human Resource Management

on the Successful Implementation of Succession Planning”. Arabian Journal of

Business and Management Review (OMAN Chapter),4(1), p. 65.

Rawash, H. N. (2012). “The Impact of Electronic Human Resource Management on

Organization's Market Share: An Empirical Study on the Housing Bank for Trade and

Finance in Jordan”. International Journal of Business and Social Science, 3(24).

Rawya, H. (2001). Human Resource Management. Future Vision. University House.

Egypt, Alexandria.

Rees, G. and Smith, P. Ed. (2017). Strategic Human Resource Management: An

International Perspective. Sage.

Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings

and Cases in International Human Resource Management. Taylor & Francis.

Rogers, S. E., Jiang, K., Rogers, C. M., & Intindola, M. (2016). Strategic Human Resource

Management of Volunteers and the Link to Hospital Patient Satisfaction. Non-profit

and Voluntary Sector Quarterly, 45(2), 409-424.

Roh, H., & Kim, E. (2016). “The Business Case for Gender Diversity: Examining the Role

of Human Resource Management Investments”. Human Resource Management,

55(3), pp. 519-534.

Roscoe, J. T. (1975). Fundamental Research Statistics for the Behavioural Sciences.2nd Ed.

New York: Holt, Rinehart and Winston.

Rothenberg, S., Hull, C. E., & Tang, Z. (2017). “The Impact of Human Resource

Management on Corporate Social Performance Strengths and Concerns.” Business &

Society, 56(3), pp. 391-418.

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), pp. 280-291.

245

Saleem, N. E., Al-Saqri, M. N., & Ahmad, S. E. (2016). Acceptance of Moodle as a

Teaching/Learning Tool by the Faculty of the Department of Information Studies at

Sultan Qaboos University, Oman based on UTAUT. International Journal of

Knowledge Content Development & Technology, 6(2), pp. 5-27.

Santosh, R. N. (2013). “Impact of Knowledge Management in E-HRM Practices”.

International Journal of Innovative Research and Practices. 1(3): pp. 30-37.

Schalk, R., Timmerman, V., & Van den Heuvel, S. (2013). “How Strategic Considerations

Influence Decision Making on E-HRM Applications”. Human Resource Management

Review, 23(1), pp. 84-92.

Schramm, J. (2006). HR Technology Competencies. SHRM Research Quarterly. New

Roles for HR Professionals. HR Magazine.

Schramm, J. (2006). SHRM Workplace Forecast: June 2006. Society for Human Resource

Management.

Scott, E. (2016). Ethics and Human Resource Management. Practicing Professional Ethics

in Economics and Public Policy. pp. 215-221. Springer Netherlands.

Sekaran, U. (2006). The Research Process. Research Methods for Business: A Skill

Building Approach. Wiley-India.

Sekaran, U. (2003). The Research Process. Research Methods for Business: A Skill

Building Approach, 4, 116-138.

Sekaran, U., & Bougie, R. (2009). Research Methods for Business. 5th Ed. John Wiley &

Sons Ltd. United Kingdom: WILLEY.

Sekhar, V. K. S. and Pardhasaradhi, Y. (2013). Role of Electronic Human Resource

Management in Delivering Online Government Services: A Case Study on ESEVA

Online in Andhra Pradesh, 2nd National Conference on Market, State and Society in

Emerging India. pp. 1-8.

Shields, J. & Brown, M. Kaine, S., Dolle-Samuel, C., (2015). Managing Employee

Performance & Reward: Concepts, Practices, and Strategies. 3rd ed. London:

Cambridge University Press.

Singh, S. & Raghuvanshi, R. (2013). “Changing Dimensions of HRM Functions: An

Evaluation”. International Journal of Engineering and Management Research. Vol.

3(4): pp. 23-28.

Sinha, B. C. and Mishra, M. (2014). “E-HRM Tools: An Empirical Study in Select Indian

Organizations”. International Journal of Business and Management Invention. 3(9):

pp. 71-83.

246

Snell, S. A., Stueber, D., & Lepak, D. P. (2002). “Virtual HR Departments”. Human

Resource Management in Virtual Organizations. Vol. 81.

Somendra, P., Chatterjee, A. and Jaroliya, D. (2012). “E-HRM Systems Implementation:

A Conceptual Framework”. International Management Journal. Vol. 4(1): pp. 24-35.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing Human Resource

Management. Routledge.

Stevens, J. P. (1984). “Outliers and Influential Data Points in Regression Analysis”.

Psychological Bulletin, 95(2), p. 334.

Stone, D. L., & Dulebohn, J. H. (2013). Emerging Issues in Theory and Research on

Electronic Human Resource Management (e-HRM).

Stone, D. L., Stone-Romero, E. F., & Lukaszewski, K. (2006). “Factors Affecting the

Acceptance and Effectiveness of Electronic Human Resource Systems”. Human

Resource Management Review, 16(2), pp. 229-244.

Strohmeier, S. (2007). “Research in E-HRM: Review and Implications”. Human Resource

Management Review, 17(1), pp. 19-37.

Strohmeier, S. (2009). “Concepts of e-HRM Consequences: A Categorisation, Review and

Suggestion”. The International Journal of Human Resource Management, 20(3), pp.

528-543.

Suchitra P. (2014). “E-HRM, Conceptual Implications”. International Journal of Human

Resource Management & Research. Vol. 42: pp. 31-38.

Suleiman, H. A. Q. (2006). Electronic Adjudication Role in E-Commerce Disputes

Resolving. Working Paper Submitted to the First Maghreb's Conference about

Informatics and Law.

Supuriamaniam, T. (2012). HR Roles in Continuance Intention Usage Towards E-HRM.

Master Research. University Sains Malaysia. pp. 1-100.

Swaroop, K. R. (2012). “E-HRM and How It Will Reduce the Cost in Organisation”.

Journal of Marketing & Management Review, 1(4), 133-139.

Sylvester, E. O., Bamidele, A., & Oluyemi, O. (2015). “Implementing E-HRM System in

Developing Countries: Challenges and Prospects”. International Journal of Applied

Information Systems, 9(8), 38-41.

Tanveer, Y., Shaukat, M. Z., Alvi, S. A., & Munir, A. (2011). “The Way Human Resource

Management (HRM) Practices Effect Employees Performance: A Case of Textile

Sector”. International Journal of Economics and Management Sciences, 1(4), pp. 112-

117.

247

Totolici, A., Popescu, C., Totolici, S., & Lukacs, E. (2013). “Modelling a Trend Pattern for

E-HRM Budgets' Dynamics: Evidence from a Case Study Based on a Romanian

Software Firm”. International Journal of Academic Research in Business and Social

Sciences, 3(7), 98.

Turek, N. (2000). Automation Transforms Resources, Information Week, Retrieved

October 7, 2003, from http://www.information-week.com/794/prhr.htm/. Accessed:

May 28, 2015. pp. 106-110.

Van Esch, E., Wei, L. Q., & Chiang, F. F. (2016). “High-performance Human Resource

Practices and Firm Performance: The Mediating role of Employees’ Competencies and

the Moderating role of Climate for Creativity”. The International Journal of Human

Resource Management, pp. 1-26.

Vashishth, M. (2014). “Role of IT in HRM: Opportunities and Challenges”. Indian Journal

of Research, 3(4), pp. 159-160.

Walczuch, R., Lemmink, J., & Streukens, S. (2007). The Effect of Service Employees’

Technology Readiness on Technology Acceptance. Information & Management,

44(2), pp. 206-215.

Woerd, L. (2009). HRM and e-HRM in Kuwait and the e-HRM Readiness in Kuwait

bachelor’s Thesis, University of Twente. [Online] Available at:

http://essay.utwente.nl/59992/. Accessed July 26, 2014.

Word, J. K., & Sowa, J. E. (2017). Toward a Research Agenda for Non-profit Human

Resource Management. The Non-profit Human Resource Management Handbook:

From Theory to Practice, p. 359.

Yousef, A. A. (2009). The Reality of Electronic Human Resources Management at

Palestinian Universities in Gaza. Research Publish, Palestine. pp. 235-238.

Yusoff, Y. M., & Ramayah, T. (2011). ‘Factors Influencing Attitude Towards Using

Electronic HRM. In Proceedings of 2nd International Conference on Business and

Economic Research. pp. 1510-1520.

Yusoff, Y. M., Othman, N. Z., Fernando, Y., Amran, A., Surienty, L., & Ramayah, T.

(2015). “Conceptualization of green human resource management: an exploratory

Study from Malaysian-based Multinational Companies”. International Journal of

Business Management & Economic Research, 6(3), 158-166.

Yusoff, Y. M., Ramayah, T., & Ibrahim, H. (2010). “E-HRM: A Proposed Model based on

Technology Acceptance Model”. African Journal of Business Management, 4(14),

3039.

Yusoff, Y.M., Ramayah, T. and Othman, N.Z. (2015). “Why Examining Adoption Factors,

HR Role and Attitude Towards Using E-HRM is the Start-Off in Determining the

http://www.information-week.com/794/prhr.htm/accessed

http://essay.utwente.nl/59992/

248

Successfulness of Green HRM. Journal of Advanced Management Science. 3(4):

pp.337-343.

Zafar, J., Shaukat, M., & Mat, N. (2010). “An analysis of E-Human Resource Management

Practices: A Case Study of State Bank of Pakistan”. European Journal of Social

Sciences, 15(1), pp. 18-26.

Date post:	24-Jan-2021
Category:	Documents
Upload:	others
View:	2 times
Download:	0 times

THE EFFECTIVENESS OF E-HRM PRACTICES TOWARDS...

Documents