The present study builds on diffusion of innovation (DOI) and institutional theories in order to address the current lack of cross-national studies on e-HRM adoption and diffusion. The core research questions are: What factors influence e-HRM adoption and diffusion within and across organizations? Is there a relationship between countries innovation and e-HRM adoption and diffusion? We analysed direct and mediation paths related to institutional, organizational and HRM factors among 3815 organizations in 21 countries in a multilevel approach by distinguishing national and organizational level effects. The results largely supported the hypotheses. Specifically, national systems supporting innovative behaviours foster the extent of e-HRM adoption and e-HRM diffusion through e-HRM adoption. At the organizational level size, global competition, the overall innovativeness and the educational level were associated with e-HRM adoption and diffusion. Moreover, a strategic orientation of the HR function seems to be a prerequisite for e-HRM adoption and diffusion. The theoretical and practical implications are discussed.
Lazazzara, A., Galanaki, E., Papalexandris, N. (2016). E-HRM adoption and diffusion: a cross-national application of diffusion of innovation and institutional theories. In XIII Conference of the Italian Chapter of AIS ICT and innovation: a step forward to a global society.
E-HRM adoption and diffusion: a cross-national application of diffusion of innovation and institutional theories
LAZAZZARA, ALESSANDRA;
2016
Abstract
The present study builds on diffusion of innovation (DOI) and institutional theories in order to address the current lack of cross-national studies on e-HRM adoption and diffusion. The core research questions are: What factors influence e-HRM adoption and diffusion within and across organizations? Is there a relationship between countries innovation and e-HRM adoption and diffusion? We analysed direct and mediation paths related to institutional, organizational and HRM factors among 3815 organizations in 21 countries in a multilevel approach by distinguishing national and organizational level effects. The results largely supported the hypotheses. Specifically, national systems supporting innovative behaviours foster the extent of e-HRM adoption and e-HRM diffusion through e-HRM adoption. At the organizational level size, global competition, the overall innovativeness and the educational level were associated with e-HRM adoption and diffusion. Moreover, a strategic orientation of the HR function seems to be a prerequisite for e-HRM adoption and diffusion. The theoretical and practical implications are discussed.
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