The Impact of E-Human Resource Management on Job Performance: The Moderating Role of Knowledge Integration. Social Security Corporation: Case Study

Abstract

The purpose of this study is to identify the effect of electronic human resource management on job performance in Social Security Corporation (SSC) in Jordan, and to clarify the role of knowledge integration on this relationship. In order to achieve this goal, a hypothetical model consisting of major and minor hypothesis is made to reflect the relationship between the variables of this study. A questionnaire is designed and distributed in SSC focusing on supervisory and regulatory employees. The responses from a sample size of (119) out of (144) employees in SSC was verified, validated and analyzed using SPSS software package. The results of this study indicate that electronic human resources management and its dimensions (operational, relational, and transformational) has a significant effect on some job performance elements (performance quality, job simplification, and performance size) especially the operational dimension. On the other hand, electronic human resources management has no effect on achievement speed and performance efficiency. Additionally, the results reveal a significant role of knowledge integration on the relationship between electronic human resources management and performance quality, job simplification, and performance size. By contrast, knowledge integration affects the relationship between electronic human resources management and achievement speed and performance efficiency. According to the previous results this study recommends the following:

1. Make use of the information technology and organizational changes related to strategic human resources decisions in order to achieve transparency and clarity that affect performance quality.

2. Simplify work procedures to make use of electronic performance appraisal systems in SSC which affect evaluation schemes and strategic decisions and eliminate waste time.

3. Simplify work procedures that reflect employees' performance which has no relationship with training programs that affect teamwork and remove work complexities.