Research in e-HRM: Review and implications

By Stefan Strohmeier. 2007

590 citations recorded by the source corpus.

Subfields: Communication, Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/34cf84872e7f419e88d09de8f7d448100e993332

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In Communication

In Information Systems and Management

In Organizational Behavior and Human Resource Management

Citations in the corpus

Conceptualising the future of HRM and technology research (2016, background): “Therefore, another c hallenge is to empirically investigate the international context of e-HRM adoption (Ruël & Bondarouk, 2012; Strohmeier, 2007), including comparative analysis of developed and developing host countries ’ effects of e-HRM implementation in MNCs.”
The adoption of artificial intelligence in employee recruitment: The influence of contextual factors (2021, methodology): “Strohmeier (2007) suggests that HR scholars should borrow established theoretical models from the IS field to study the technology implications specific to HRM (e-HRM).”
Technology in The employmenT inTerview: A meTA-AnAlysis And FuTure reseArch AgendA (2016, methodology): “We echo the call made from other authors (e.g., Adler, Arthur, Morelli, Potosky, & Tippins, 2016; Potosky, 2008; Stone, Lukaszewski, Stone-Romero, & Johnson, 2013; Strohmeier, 2007) to develop a comprehensive conceptual framework.”
Electronic HRM: four decades of research on adoption and consequences (2017, methodology): “widespread among large organizations Strohmeier & Kabst (2009) describe larger companies as earlier adopters, successful adoption is more widespread among small organizations”
An evidence-based review of e-HRM and strategic human resource management (2013, methodology): “We decided to retain only those articles that (1) were in peer reviewed publications, (2) included quantitative or qualitative data (no purely conceptual studies), (3) fit one or more definitions of e-HRM as reviewed above, (4) addressed the use of e-HRM in an organizational setting rather than taki”
Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review (2021, background): “…also referred to as eHRM, has gained increasing attention as scholars have sought to understand the external influences rather than internal influences on organizational operations and HRM practices in particular (e.g. Alcaraz et al., 2012; Parry & Tyson, 2011; Strohmeier, 2007; Strohmeier, 2009).”
Digital human resource management: A conceptual clarification (2020, methodology): “Regarding existing real-types, respective contexts and consequences are also of interest (e.g. Bondarouk and Brewster, 2016; Strohmeier, 2007).”
Electronic Human Resource Management: challenges in the digital era (2009, background): “…HR activities beneﬁted by adopting e-HRM (cost savings, efﬁciency, ﬂexible services, employee participation), whereas others created extra organizational barriers (work stress, more HR administration, disappointments with technological properties) (for a detailed overview, see Strohmeier 2007).”