The Role of Labour Productivity in the Influence of E-HRM on Sustainability Performance with Organizational Agility as a Moderating Variable in MSMEs
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Aug 20, 2024
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Abstract
In this era, technological advances benefit many aspects of work, including Human Resources Management (HRM). Implementing E-HRM helps organizations improve efficiency, reduce paper waste, and support sustainability principles. The study aims to examine the impact of E-HRM on Sustainability Performance, mediated by Labour Productivity and moderated by Organizational Agility. The research was conducted on MSMEs in Batam City, using a purposive sampling technique to obtain primary data from 200 respondents by distributing G-From questionnaires. The quantitative analysis method used is SmartPLS software. The research results of the hypothesis that shows a direct and significant positive effect on Sustainability Performance is Labor Productivity. Meanwhile, E-HRM implementation has a positive, not significant, effect on Sustainability Performance but has a positive, significant impact on Labour Productivity. The proven indirect research hypothesis is the relationship between E-HRM implementation and Sustainability Performance mediated by Labor Productivity. The theory that E-HRM implementation significantly positively affects Labour Productivity through moderation of organizational agility has yet to be proven. This research is expected to cover a broader range of research and can be used as a reference for other studies.
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References
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Bril, A., Kalinina, O., Valebnikova, O., Valebnikova, N., Camastral, M., Shustov, D., & Ostrovskaya, N. (2021). Improving personnel management by organizational projects: Implications for open innovation. Journal of Open Innovation: Technology, Market, and Complexity, 7(2), 105. https://doi.org/10.3390/joitmc7020105
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Fatyandri, A. N., Masnita Siagian, Y., Santosa, W., & Setyawan, A. (2023). Does Strategic Leadership Impact Competitive Advantage, Mediated by Diversification Strategy In the Manufacturing Industry? International Journal of Scientific Research and Management, 11(05), 4875–4885. https://doi.org/10.18535/ijsrm/v11i05.em03
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Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). The Results of PLS-SEM Article information. Emerald Insight, 31(1), 2–24. https://doi.org/https://doi.org/10.1108/EBR-11-2018-0203
Hoq, M. Z. (2021). A comprehensive review of contemporary issues of electronic human resource management (E-HRM). Global Journal of Economics and Business, 11(2), 278–296. https://doi.org/10.31559/gjeb2021.11.2.9
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Iqbal, N., Ahmad, M., & Allen, M. M. C. (2019). Unveiling the relationship between e-HRM, impersonal trust and employee productivity. Management Research Review, 42(7), 879–899. https://doi.org/10.1108/MRR-02-2018-0094
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Khammadee, P. (2023). THE RELATIONSHIP BETWEEN E - HRM PRACTICES AND ORGANIZATIONAL PERFORMANCE : THE MEDIATING ROLE OF ORGANIZATIONAL AGILITY AND. Asian Administration and Management Review, 6(2023), 82–94.
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L’Écuyer, F., & Raymond, L. (2023). Enabling the HR function of industrial SMEs through the strategic alignment of e-HRM: a configurational analysis. Journal of Small Business and Entrepreneurship, 35(3), 450–482. https://doi.org/10.1080/08276331.2020.1802095
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