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The effect of E-HRM practices on the performance of academic staff: The mediating role of trust

The purpose of this study is to investigate the effect of electronic human resource management (E-HRM) on the performance of academic staff (PAS) at Amman universities. In today's modern freelance and remote working society, employee performance (EP) has become an important topic in recent stud...

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Main Authors: Hussein N.J., Jaaffar A.H.
Other Authors: 58173504200
Format: Article
Published: Conscientia Beam 2025
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spelling my.uniten.dspace-368682025-03-03T15:45:20Z The effect of E-HRM practices on the performance of academic staff: The mediating role of trust Hussein N.J. Jaaffar A.H. 58173504200 58897806500 The purpose of this study is to investigate the effect of electronic human resource management (E-HRM) on the performance of academic staff (PAS) at Amman universities. In today's modern freelance and remote working society, employee performance (EP) has become an important topic in recent studies. This performance is more critical for educational institutions as they move to more virtual classes and meeting discussions. The move to the virtual world forced the organization to conduct most of its work online, which requires trust. Prior literature has focused on EP in business organizations, and minimal studies have examined this topic in educational settings among academic staff. The study also examines the mediating role of trust between E-HRM and PAS. Based on the literature, the study proposes a positive effect of E-HRM on PAS, and trust will mediate this effect. The population of this study is the academic staff in Amman, the capital of Jordan. A total of 332 responses were collected using stratified random sampling. The data was collected via an online questionnaire shared among the population. Smart Partial Least Square s (Smart PLS) was used to analyze the data. The finding showed that E-HRM and its dimensions, such as E-selection, E-training, and E-development, positively affected PAS. E-recruitment, E-performance appraisal, and E-compensation have an insignificant effect. The findings also showed that trust partially mediated the impact of E-HRM on PAS. E-HRM collectively is vital to improving PAS, and the selection and training process can play an essential role in enhancing PAS. ? 2024 Conscientia Beam. All Rights Reserved. Final 2025-03-03T07:45:20Z 2025-03-03T07:45:20Z 2024 Article 10.18488/11.v13i2.3757 2-s2.0-85198723702 https://www.scopus.com/inward/record.uri?eid=2-s2.0-85198723702&doi=10.18488%2f11.v13i2.3757&partnerID=40&md5=520ff0d24f46cde1a11585bfdaf891d9 https://irepository.uniten.edu.my/handle/123456789/36868 13 2 388 403 All Open Access; Gold Open Access Conscientia Beam Scopus
institution Universiti Tenaga Nasional
building UNITEN Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Tenaga Nasional
content_source UNITEN Institutional Repository
url_provider http://dspace.uniten.edu.my/
description The purpose of this study is to investigate the effect of electronic human resource management (E-HRM) on the performance of academic staff (PAS) at Amman universities. In today's modern freelance and remote working society, employee performance (EP) has become an important topic in recent studies. This performance is more critical for educational institutions as they move to more virtual classes and meeting discussions. The move to the virtual world forced the organization to conduct most of its work online, which requires trust. Prior literature has focused on EP in business organizations, and minimal studies have examined this topic in educational settings among academic staff. The study also examines the mediating role of trust between E-HRM and PAS. Based on the literature, the study proposes a positive effect of E-HRM on PAS, and trust will mediate this effect. The population of this study is the academic staff in Amman, the capital of Jordan. A total of 332 responses were collected using stratified random sampling. The data was collected via an online questionnaire shared among the population. Smart Partial Least Square s (Smart PLS) was used to analyze the data. The finding showed that E-HRM and its dimensions, such as E-selection, E-training, and E-development, positively affected PAS. E-recruitment, E-performance appraisal, and E-compensation have an insignificant effect. The findings also showed that trust partially mediated the impact of E-HRM on PAS. E-HRM collectively is vital to improving PAS, and the selection and training process can play an essential role in enhancing PAS. ? 2024 Conscientia Beam. All Rights Reserved.
author2 58173504200
author_facet 58173504200
Hussein N.J.
Jaaffar A.H.
format Article
author Hussein N.J.
Jaaffar A.H.
spellingShingle Hussein N.J.
Jaaffar A.H.
The effect of E-HRM practices on the performance of academic staff: The mediating role of trust
author_sort Hussein N.J.
title The effect of E-HRM practices on the performance of academic staff: The mediating role of trust
title_short The effect of E-HRM practices on the performance of academic staff: The mediating role of trust
title_full The effect of E-HRM practices on the performance of academic staff: The mediating role of trust
title_fullStr The effect of E-HRM practices on the performance of academic staff: The mediating role of trust
title_full_unstemmed The effect of E-HRM practices on the performance of academic staff: The mediating role of trust
title_sort effect of e-hrm practices on the performance of academic staff: the mediating role of trust
publisher Conscientia Beam
publishDate 2025
_version_ 1825816287351144448
score 13.244413

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