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Disputerer på e-HRM - ledelse av menneskelige ressurser med IT-hjelp

Bandula Lanka Galhena (Foto: Privat)

The study concludes that the availability of financial resources positively moderates the relationship between intention to adopt and extent of operational e-HRM adoption.

Bandula Lanka Galhena

Ph.d.-kandidat / Senior Lecturer

Bandula Lanka Galhena disputerer for ph.d.-graden torsdag 1. mars 2018 med avhandlingen “e-HRM Adoption Behaviour of the Firms in Emerging Economies”.

Temaet er hvordan bedrifter i utviklingsland tar i bruk elektronisk støttet ledelse av menneskelige ressurser (e-HRM), som tillegg eller erstatning for tradisjonell HR-ledelse.

Bandula Lanka Galhena har fulgt doktorgradsprogrammet ved Handelshøyskolen ved UiA.

Slik beskriver kandidaten selv essensen i avhandlingen:

e-HRM Adoption Behaviour of the Firms in Emerging Economies

New perspectives on human resource management (HRM) have suggested that electronic human resource management (e-HRM), which applies applications supported by information technology (IT) to deliver human resource (HR) services, adds value for employees, managers, HR professionals, and the organization as a whole.

Rather slow adoption rate

Compared to firms in developed economies, e-HRM adoption of firms in emerging economies indicates relatively a slow adoption rate, while they experience specific challenges pertaining to e-HRM implementation.

As e-HRM adoption behavior is not consistent among the firms in developed- and emerging-economy contexts, this study explores the key drivers of e-HRM adoption behavior of firms in emerging economies. Based on the theory of Diffusion of Innovation and Theory of Planned Behavior an Integrated model was developed.

Sri Lankan research field

Sri Lanka was selected as the research context due to the fact that it is considered an emerging economy, and technological, economic, and cultural aspects of Sri Lanka differ from those of other countries.

Data were collected from 212 firms using self-administered questionnaire through mail survey, personal interviews, e-mail survey, and conference survey. Variance based SEM with PLS was used to analyze data. 

Four characteristics with significant impact

The present study found that four innovation contextual characteristics (relative advantage, compatibility, complexity, and observability) have a significant impact on organizational intention to adopt e-HRM.

Further with respects to individual context, subjective norm of profession is a significant predictor of organizational intention to adopt e-HRM.

Moreover under the environment contextual factors competition was found to be a significant predictor of intention to adopt e-HRM.

Pertain to organizational contextual factors, the present study found that financial resource and top management support has a significant influence on the extent of operational, relational, and transformational e-HRM adoption.

This study also found that IT expertise is a significant predictor of the extent of advanced e-HRM adoption.

The study concludes that the availability of financial resources positively moderates the relationship between intention to adopt and extent of operational e-HRM adoption.

Further, IS expertise positively moderates the relationship between intention to adopt and extent of operational, relational, and transformational e-HRM adoption.

Disputasfakta:

Prøveforelesning og disputas finner sted i Auditorium Sørlandet, Kunnskapsparken (Universitetsveien 19 (tidligere Gimlemoen 19), Campus Kristiansand torsdag 1. mars 2018.

Disputasen blir ledet av dekan Kristin Wallevik

Prøveforelesning kl 11:15 – 12:00

Disputas kl 13:15

Oppgitt emne for prøveforelesning: “What are differences and the similarities in e-HRM implementations in emerging and developed economies”.

Tittel på avhandlinge-HRM Adoption Behaviour of the Firms in Emerging Economies”

Søk etter avhandlingen i AURA - Agder University Research Archive, som er et digitalt arkiv for vitenskapelige artikler, avhandlinger og masteroppgaver fra ansatte og studenter ved Universitetet i Agder. AURA blir jevnlig oppdatert. Avhandlingen vil være tilgjengelig til utlån ved Universitetsbiblioteket. Det vil bli også lagt ut noen eksemplarer av avhandlingen til utlån i lokalet hvor disputasen finner sted.

Opponenter:

Førsteopponent: Professor Tanya Bondarouk, Department of Human Resources ManagementUniversity of Twente, Enschede, Nederland

Annenopponent: Førsteamanuensis Jon Erland Bonde Lervik, BI.

Bedømmelseskomitéen er ledet av professor Harald Knudsen, UiA

Veiledere i doktorgradsarbeidet var førsteamanuensis Bjørn-Tore Flåten, UiA og professor Otto Andersen, UiA

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