TY - JOUR

T1 - Unveiling the relationship between e-HRM, impersonal trust and employee productivity

AU - Iqbal, Naveed

AU - Ahmad, Mansoor

AU - Allen, Matthew M. C.

PY - 2019/7/15

Y1 - 2019/7/15

N2 - PurposeThis study draws upon social exchange theory to explore the role of impersonal trust as an intermediate value-creating factor between electronic human resource management (e-HRM) and productivity. The purpose of this paper is to seek the antecedents and consequences of impersonal trust within organisations to provide a holistic view of e-HRM and employee productivity. This is the first study to examine how impersonal trust mediates the relationship between e-HRM and employee productivity.Design/methodology/approachThe data were collected through a large-scale survey of 700 line managers in Pakistani banks. The data were analysed using structure equation modelling.FindingsThe empirical results validate all of the study’s hypotheses, including the role of impersonal trust, which partially mediates the relationship between e-HRM and employee productivity. The results provide empirical evidence that technology-enabled HRM supports organisations by enhancing organisational trust and productivity outcomes.Originality/valueSuch findings contribute to the HRM literature: e-HRM and organisational trust are key predictors for improving employee productivity. The existing literature suggests that e-HRM has a positive impact on employees’ trust in the HRM department. The results provide valuable insights for HR practitioners allowing them to enhance employee productivity by using e-HRM to improve employees’ trust in the organisation.

AB - PurposeThis study draws upon social exchange theory to explore the role of impersonal trust as an intermediate value-creating factor between electronic human resource management (e-HRM) and productivity. The purpose of this paper is to seek the antecedents and consequences of impersonal trust within organisations to provide a holistic view of e-HRM and employee productivity. This is the first study to examine how impersonal trust mediates the relationship between e-HRM and employee productivity.Design/methodology/approachThe data were collected through a large-scale survey of 700 line managers in Pakistani banks. The data were analysed using structure equation modelling.FindingsThe empirical results validate all of the study’s hypotheses, including the role of impersonal trust, which partially mediates the relationship between e-HRM and employee productivity. The results provide empirical evidence that technology-enabled HRM supports organisations by enhancing organisational trust and productivity outcomes.Originality/valueSuch findings contribute to the HRM literature: e-HRM and organisational trust are key predictors for improving employee productivity. The existing literature suggests that e-HRM has a positive impact on employees’ trust in the HRM department. The results provide valuable insights for HR practitioners allowing them to enhance employee productivity by using e-HRM to improve employees’ trust in the organisation.

KW - Pakistan

KW - Human resource management

KW - e-HRM

KW - Structural equation modelling

KW - Banks

KW - Organisational performance

KW - Line managers

KW - Organisational trust

U2 - 10.1108/MRR-02-2018-0094

DO - 10.1108/MRR-02-2018-0094

M3 - Article

VL - 42

SP - 879

EP - 899

JO - Management Research Review

JF - Management Research Review

SN - 2040-8269

IS - 7

ER -