The Impact of Electronic Human Resource Management on Corporate Intrapreneurship with the Mediating Role of Information Systems Acceptance

Document Type : Research Paper

Authors

1 M.A. student of Entrepreneurship Management, Department of Social Sciences, Razi University, Kermanshah, Iran.

2 Assistant Professor, Department of Social Sciences, Razi University, Kermanshah, Iran.

3 Assistant Professor, Department of Social Sciences, Razi University, Kermanshah, Iran

Abstract

Extended Abstract
Abstract
The main purpose of the present study is to investigate the impact of e-HRM on Intrapreneurship with the mediating role of information systems adoption. This research is a quantitative research and is a descriptive-survey research in terms of purpose. Data were collected using standard questionnaires and their validity and reliability were confirmed. The research data were analyzed by structural equation modeling using AMOS software. The results show the significant and positive impact of e-HRM on the two variables of information systems adoption and organizational entrepreneurship. The adoption of information systems also plays a mediating role in the relationship between e-HRM and Intrapreneurship.
Introduction
Corporate Entrepreneurship is a key element in enhancing corporate innovation capacity and realizing competitive advantage (Castrogiovanni, Urbano, & Laras, 2011). To succeed in today's changing world, the movement to entrepreneurship is crucial. Today entrepreneurship is considered as one of the tools of development, because entrepreneurs are the foundation of success. In order for Intrapreneurship to flourish and grow with any organization, there must be a desirable internal environment and top management should be able to guide employees in this direction (Tsado & Gunu, 2016). On the other hand, the penetration of information technology in HRM processes and systems has created a new approach called Electronic Human Resource Management (Buller & McEvoy, 2012). This system is characterized by its flexibility in various organizations, which has contributed to the effectiveness of human resources activities through the promotion of human resource systems. Having a well-functioning e-HRM system with a well-functioning organizational development and empowering employees enhances the organizational innovation potential (Imanipour, Mohammadpour & Gholipour, 2012: 95). Despite the emphasis on the theoretical foundations of management on the influential role of human resources on entrepreneurship, unfortunately, many organizations have not established a model that can integrate the impact of HR subsystems on entrepreneurship. Therefore, it is essential to do so (Ahmadi, Naji, and Baba Shahi, 2012). Another necessity of research is that many creative employees have been "silenced" due to lack of proper human resource subsystems or because of poor management, and as a result, many organizations have been deprived of creative and entrepreneurial forces (Dianti and Zare Zaidi, 2018). Although government agencies face difficulties in becoming entrepreneurs, they have the potential and potential for entrepreneurship that can be hoped to achieve optimal results if the necessary background is provided. Considering the results of different researches on the relationship between Intrapreneurship and human resource management on the one hand and also the importance of Intrapreneurship for today's organizations on the other hand, the present study has attempted to answer the question whether e-HRMs affect the Intrapreneurship considering the mediating role of information technology adoption.
Case study
The case study of this research is the public sector organizations in Kermanshah province. The statistical population of this study consisted of 42600 experts working in these organizations. They were selected randomly. According to the Krejcie and Morgan table, the sample size was estimated 380 people, but after distributing 410 questionnaires among community members, 390 suitable analysis questionnaires were identified.
Theoretical framework
Intrapreneurship is the emergence of behaviors or behavioral ratios outside the norm of doing business. Intrapreneurship promotes entrepreneurial behavior within the organization and includes trends and activities that increase the ability of the organization to face risks and facilitate the hunting of opportunities and innovations (McKeever, Anderson & Jack, 2014); Various views have been provided on understanding the factors influencing users' decision to operate or not use information systems, but the rationale behind this flow is that the success or return on investment in information technology, with the degree of willingness Users are associated with whether or not to accept information systems.
The theoretical framework of this research is derived from the literature of the research which includes e-HRM as independent variable, organizational entrepreneurship as dependent variable and information systems acceptance variable as mediator variable. Various components of e-HRM include e-planning, e-services compensation, and e-recruitment, e-learning and e-development and e-performance evaluation. Also, the adoption of information systems includes two components of usefulness and ease of use. Finally, the variables of organizational entrepreneurship include the components of innovation, risk-taking, and pioneering of the organization.
Methodology
The purpose of this study is an applied research and is descriptive based on data collection. Questionnaire distribution was used for data collection and the data then analyzed by AMOS based on analysis of covariance matrix using Structural Equation Modeling (SEM). The statistical population of this research includes all managers and staff (42600) employed in Kermanshah province government offices in the year 2020. According to the statistical population as well as the Krejcie and Morgan table, the minimum sample size for this study estimated 380 employees. In the first stage of sampling, the method of "proportional allocation classification" was used and the sample was calculated (in all 59 organizations), which was allocated among the departments, then randomly selected in each organization to fit the sample population Finally 410 questionnaires were distributed among them and 390 were analyzed. Structural equation modeling method was used to analyze the data to check the suitability of the structural equation model with the collected data and Bootstrap method was used to examine the mediating role of information systems acceptance in the model.
Discussion and Results
Results using structural equation modeling technique showed that all relationships between variables were statistically significant (P <0.05, CR> 1.64) and all three main hypotheses were confirmed and also the fourth one which was based on mediation acceptance of information systems on two variables - independent and dependent variables- was confirmed with 95% probability using Bootstrap method. The results of Structural Equation Modeling indicated that e-HRM functions directly affect Intrapreneurship directly as well as through variable adoption of information systems.
 
 
Conclusion
E-HRM functions can lead to innovation, risk-taking and excellence in service delivery through processes such as calling and conducting online recruitment tests can be effective in recruiting and recruiting qualified individuals to meet the organization's goals. E-HRM also encourages employees to innovate, take risks and excel in service delivery through the adoption and utilization of information systems in terms of both usefulness and ease of use by users. Managers should keep in mind that in order to pave the way for entrepreneurial activities, the development of e-HRM and the adoption of information systems should always be considered as a fundamental and dynamic factor for entrepreneurship in the organization.
 

Keywords

References

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