| Summary: | The main objective of this research was to investigate, analyse and evaluate attitudes
towards electronic human resource management (e-HRM) tools within a large South
African financial institution. This was done by developing and validating an instrument to
determine e-HRM tool usage, e-HRM tool preference as well as attitudes towards e-
HRM.
Methodology: a total of 104 HR professionals and line managers completed the e-HRM
attitudinal questionnaire. The sample demographics were obtained using analysis of the
frequencies of respondents in each of the demographic categories as well as within the
tool usage section and attitudinal measurement section. To ascertain the internal
consistency of the attitudinal component of the e-HRM measurement instrument and the
six attitudinal subscales, the Cronbach’s alpha reliability coefficient was calculated for
overall scale and corresponding subscales. Due to the low reliability obtained for three
of the subscales, the structure of the e-HRM measurement instrument was assessed
using exploratory factor analysis. Differences between groups with regard to preference
for tool usage were assessed, using Pearson’s Chi-Square tests for both the
occupational and the demographic characteristics of respondents. Finally, to explore
whether there were any significant differences for biographical and occupational
demographics and attitude on the measurement instruments, an independent samples ttest
was conducted and one-way analysis of variance (ANOVA) was used.
The main finding of the study was that users of e-HRM tools had significantly more
positive attitudes towards e-HRM tools than non-users. === (M.A. (Industrial and Organisational Psychology))
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