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Outline

Title
Abstract
Figures
Introduction
Research Questions
Literature Review
Gap in Previous Studies
Conclusion
References
All Topics
Business and Management
Human Resources Management

E-HRM: A proposed model based on technology

Profile image of Haslindar IbrahimHaslindar Ibrahim

2010

Abstract

E-HRM provides the HR function with the opportunity to create new avenues for contributing to organizational effectiveness. The topic of E-HRM is certainly not becoming obsolete, and its full potential is still anticipated and therefore academic involvement in the topic needs to grow. Besides, there has been a great deal of research on Technology Acceptance Model (TAM) in Malaysia. Less attention is given to examine the relationship between HR roles (strategic partner, change agent, employee champion, and administrative expert) and E-HRM by adoption of TAM. This paper intended to contribute to the Malaysian literature pertaining to this subject. Based on a review of extant literature on E-HRM, HR roles, and TAM, a model is presented and propositions outlined for future empirical testing.

Figures (4)
Figure 1. Technology acceptance model (TAM). Source: Davis et al. (1989).
Figure 1. Technology acceptance model (TAM). Source: Davis et al. (1989).
Figure 2. Ulrich’s (1997) model of HR roles.
Figure 2. Ulrich’s (1997) model of HR roles.
Figure 3. Research framework on attitude towards E-HRM (Voermans and van Veldhoven, 2007).
Figure 3. Research framework on attitude towards E-HRM (Voermans and van Veldhoven, 2007).
Figure 4. Proposed research model.
Figure 4. Proposed research model.

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