ELECTRONIC HUMAN RESOURCE MANAGEMENT (e-HRM) AND ORGANIZATIONAL COMMITMENT IN A DEVELOPING ECONOMY: THE MEDIATING EFFECT OF JOB SATISFACTION

Abstract

The paradigm shifts that technological innovation brings to organisational outcomes has strategic values on human resource management practices. This study was carried out to examine the empirical effect of electronic human resource management (e-HRM) on organizational commitment and the mediating effect of job satisfaction on the relationship between e-HRM and organisational commitment underpinned by, the Resource Based View theory. The survey research design quantitative study was carried out in a public sector para-military organisation- The Nigeria Immigration Service Headquarters office in Abuja and Lagos Nigeria. Questionnaire was used as a research instrument to source data from a population of 1772 senior ranking officers from the two locations. Multi-stage sampling procedure was deplored to arrive at a sample size of 326 using Slovin sample size determination formulae. Data were analyzed with both descriptive and inferential statistics in Statistical Package for Social Sciences (SPSS) version 29. The results revealed that e-HRM has a significant positive effect on Organizational Commitment (f =46.888, p < 0.05, R² = .142 and Adjusted R² = .139, β= .314, t=6.847). Furthermore, the study empirically revealed a positive significant mediating effect of job satisfaction on the relationship between e-HRM and organisational commitment (f =102.595, p < 0.05, R² = .421, β= .690, t=11.659, р < 0.05). The findings implies that organisations under study should place more strategic values on digitally enabled human resource practices which is e-HRM to be integrated into the main strategic managerial decisions that enhance organisational commitment through job satisfaction.