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The moderating effect of electronic-HRM on training and employee performance relationship: a moderated model

Author

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  • Mohammed Iqbal Al-Ajlouni
  • Sahem Nawafleh
  • Hiba Alsari

Abstract

The current study addressed the effect of electronic-human resource management (e-HRM) as a moderating variable on training practices and employee-level performance relationship, as guided by the contingency theory and social exchange theory in the context of a developing country. Through the application of a self-administrated questionnaire, data were collected from respondents (n = 592) operating in the private sector of Jordan. Notably, structural equation modelling (SEM) with smart partial least square (PLS) was applied; the results confirmed the hypothesised model, as training practices and e-HRM use significantly affect employee performance. Further, e-HRM was seen to significantly moderate the relationship. In addition, discussion for the implications, direction and suggestions for the future body of literature were introduced.

Suggested Citation

  • Mohammed Iqbal Al-Ajlouni & Sahem Nawafleh & Hiba Alsari, 2019. "The moderating effect of electronic-HRM on training and employee performance relationship: a moderated model," International Journal of Management Practice, Inderscience Enterprises Ltd, vol. 12(4), pages 511-532.
    • Handle: RePEc:ids:ijmpra:v:12:y:2019:i:4:p:511-532
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    Cited by:

    1. Mohammed Iqbal Al-Ajlouni & Sahem Nawafleh & Hiba Alsari & Mohammad Nassar Almarshad & Rami Tbaishat, 2020. "Determinants of User Acceptance of Electronic-HRM through the Extension of UTAUT Model via the Structural Equation Modelling Approach," Journal of Information & Knowledge Management (JIKM), World Scientific Publishing Co. Pte. Ltd., vol. 18(04), pages 1-23, January.

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