Open AccessE-HRM practices and sustainable competitive advantage from HR practitioner’s perspective: A mediated moderation analysi
Author(s) -
Mohamed Dawood Shamout,
Malek Bakheet Elayan,
Adnan M. Rawashdeh,
Barween Al Kurdi,
Muhammad Alshurideh
Publication year - 2022
Publication title -
international journal of data and network science
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.296
H-Index - 7
eISSN - 2561-8156
pISSN - 2561-8148
DOI - 10.5267/j.ijdns.2021.9.011
Subject(s) - continuance , moderation , knowledge management , competitive advantage , context (archaeology) , human resource management , path analysis (statistics) , structural equation modeling , business , perspective (graphical) , psychology , business administration , marketing , computer science , social psychology , paleontology , machine learning , biology , artificial intelligence
This paper seeks to investigate the impact of Electronic Human Resource Management (e-HRM) practices on attaining Sustainable Competitive Advantage (SCA) in the context of the Jordanian Industrial Sector (JIS) and identify the mediating role of e-HRM Perceived Usefulness (PU) and e-HRM Perceived Ease of Use (PEOU). Furthermore, it investigates the moderating role of User Satisfaction and e-HRM Continuance Usage Intention. To achieve the paper objectives, a Mediated-Moderation Model was designed. The researchers distributed (750) questionnaires, (615) questionnaires were returned and validated for analysis in HRM and development divisions and based on a Census method with the response rate was about (82%). The ‘Structural Equation Modeling’ (SEM) methodology was used, and for analysis, SPSS and Amos were applied. The results indicated that e-HRM practices had significant influence on SCA. The paper also demonstrated that there was a significant mediate effect of TAM constructs on the relationship between e-HRM practices and SCA. Finally, the findings indicated that the user satisfaction and e-HRM continuance usage intention did not moderate the relationship between e-HRM-PEOU and PU and SCA path.