Electronic Human Resource Practices and Organization Outcomes in Taiwan: Competitive Tension, Strategic Leadership, and Information Technology Capability as Antecedents

• Main Authors: Hsueh-Chi Yen, 嚴雪萁
• Other Authors: Chu-Chen Rosa Yeh
• Format: Others
• Language: en_US
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/15636568435105504451

碩士 === 國立臺灣師範大學 === 國際人力資源發展研究所 === 101 === The research on electronic human resource (e-HR) systems has been extensively investigated, while the antecedents and consequences of e-HR adoption in a country are relatively unexplored. This research aims to study the usage of e-HR practices in Taiwan and detect the possible antecedents and outcomes. Applying the technology-organization-environment framework, this research selected competitive tension, strategic leadership, and IT capability as the antecedents, while HR efficiency, ROA, and EPS as organizational level outcomes of e-HR adoption. This study focused on companies listed in Taiwan Stock Exchange as the samples. Human resources professionals in those listed companies were the primary informants to provide data on strategic leadership, IT capability, e-HR practices and HR efficiency. These data were collected by implementing a census-approach with mail survey as the main instrument. For higher rate of responses, the questionnaires were also distributed at campus recruitment activities and to personal networks. A total of 204 responses were kept for data analysis after screening out invalid responses. Data on competitive tension, ROA and EPS of these 204 companies were retrieved from public sources. Partial least square (PLS) structural equation modeling (SEM) technique was used to examine the relationship of antecedents and outcome variables of e-HR practices. The result indicated that strategic leadership and IT capability positively affect the usage of e-HR practices, while competitive tension showed no effect. As for the outcomes, only EPS as the organizational outcome was supported. ROA was not affected by the use of e-HR practices. Contrary to the study hypothesis, e-HR practices showed a negative effect on HR efficiency as measured by employee to HR personnel ratio. Implications and suggestions for future research were discussed in the study.