Abstract
The present study builds on diffusion of innovation (DOI) and institutional theories to address the current lack of cross-national studies on e-HRM adoption and usage. The core research question asks about the factors influencing e-HRM adoption and usage for HRM. We analysed direct effects related to country, organizational and HRM factors among 3815 organizations in 21 countries in a multilevel approach. The results largely supported the hypotheses. Specifically, national systems supporting innovative behaviours determine the extent of e-HRM adoption. The economic sector of activity, size, global competition and educational level were associated with e-HRM adoption and usage at the organizational level. Moreover, a strategic orientation of the HR function seems to be a prerequisite for e-HRM adoption and usage. The theoretical and practical implications are discussed.
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