Electronic Resource Management Research Articles

TRANSFORMING THE FUTURE OF FINANCIAL INSTITUTIONS: CRITICAL ROLE OF ELECTRONIC RECRUITMENT, SELECTION AND EVALUATION

Banking sector has been progressively using electronic human resource management (E-HRM) practices with aim of optimizing and rationalizing human resource operations. Investigating how electronic human resource management (E-HRM) practices affect financial institutions' operational effectiveness is the major goal of this research. Data from a small sample of financial firms that have implemented E-HRM practices is gathered for the research, which employs quantitative technique. Using electronic methods for candidate recruitment & selection and using e-evaluation approaches for employee performance assessment are examples of the aforementioned practices. According to recent research, banks' performance is significantly impacted by adoption of E-HRM practices. According to study's findings, E-Recruitment and e-selection have a significant impact on banks' overall performance. Furthermore, the results provide empirical backing for the significant impact that E-HR Evaluation has upon financial organizations' performance and effectiveness. The research is restricted toward Pakistan's conventional banks.

The Impact of e-HRM on Teacher Performance A Case of Higher Educational Institutions in Sindh Province

This study investigated the impact of Electronic Human Resource Management (E-HRM) on teacher performance in public universities in Sindh, Pakistan. The research design combined surveys and interviews, employing a mixed-methods approach to collect data from teachers currently serving in the selected universities. The study explored e-HRM practices in planning, training and development, and monitoring. The findings revealed a discernible connection between e-HRM variables and teacher performance, with planning, training and development, and monitoring showing significant positive impacts. The exclusion of the evaluation variable raises questions about measurement challenges. The findings have implications for policymakers and university administrators, emphasising the need for robust e-HRM systems to optimise human resource management and enhance teaching staff capabilities. The study contributes to the theoretical framework drawing upon Human Capital Theory, the Resource-Based View, and the Scholarship of Teaching and Learning movement. Recommendations for future research include refining evaluation metrics, conducting longitudinal studies, exploring context-specific challenges, and addressing issues related to e-HRM implementation in higher education institutions. Inclusively, the study provides valuable insights into the transformative potential of E-HRM in optimising teacher performance and fostering institutional excellence in the educational landscape of Sindh province, Pakistan.

Innovation and its role in electronic human resource management practices A survey of the opinions of a sample of workers in Asiacell Telecom

هدفت الدراسة إلى معرفة الابتكار في إدارة الموارد البشرية الالكترونية بأبعادها(التشغيلية , والعلائقية, والتحويلية) في شركة اسياسيل للاتصالات , اعتمد الباحث المنهج الوصفي التحليلي، واستخدم(الاستبانة الالكترونية) التي صممت لهذا الغرض مقياساً للدراسة بوصفها أداة رئيسة لجمع البيانات والمعلومات , وتم اختيار شركة آسياسيل للاتصالات ميداناً للدراسة، وأختيرت عينة قوامها (351) فرد تم سحبها من الشركة المبحوثة لتمثل مجتمع الدراسة البالغ عدهم (2891)فرد, ، ولغرض اختبار فرضيات الدراسة قام الباحث بتوزيع الاستبانة الكترونيا بواسطة(نماذج كوكل)على العاملين في الميدان المذكور تم استرجاع ردود العاملين(351) استبانة الكترونية وبعد القيام بتدقيقها وجد الباحث بانها صالحة وبنسبة (100%) واعتمدت لغرض التحليل الاحصائي وباستخدام البرنامج الاحصائي (Spss-v.26)، خرجت الدراسة بمجموعة من النتائج أهمها وجود علاقة ارتباط معنوية موجبة بين الابتكار و ادارة الموارد البشرية الالكترونية وكانت بدرجة جيدة، فضلا عن وجود تأثير ذو دلالة معنوية للابتكار و ادارة الموارد البشرية الالكترونية في الشركة المبحوثة ، واختتمت الدراسة بمجموعة من التوصيات اهمها توجيه إدارة الشركة نحو استثمار الفرص الكفيلة بدمج معرفة الافراد وخبراتهم مع بعضها بشكل مستمر داخل الشركة لتطوير المهارات اللازمة للعمل , وكذلك التركيز على مجالات إدارة الموارد البشرية الالكترونية وتوفير كل ما يمكن أن يعزز من هذه المجالات ويحقق النمو والتوسيع على المدى البعيد للشركة.

Electronic human resource management and its impact on talent management in the Jordanian Universities

BACKGROUND: Talent management plays an essential role as part of the HRM function in managing all employees, resulting in high performance. The role of human resources management has rapidly changed from focusing solely on recruitment, employee benefits and payroll to strategic human resources, focusing on sustaining and driving business strategies. OBJECTIVES: This study sought to determine the extent to which electronic human resource management and talent management principles were used in Jordanian universities. Additionally, it examined how electronic human resource management, including its components of hiring, training, and performance evaluation, might affect talent management in public universities. METHODS: The study sample, which included 470 faculty members, deans of faculties, and heads of departments at Jordanian universities, was given a questionnaire. Using the statistical software SPSS, simple and multiple regression were used to test the study’s hypotheses. The arithmetic means, and standard deviations were utilized to determine the levels of application of the study variables from the faculty’s point of view. RESULTS: The results of the study revealed that the application level of electronic human resource management and talent management is medium. There is a statistically significant effect of electronic human resources management on talent management. Multiple regression was used to test the sub-hypotheses that showed a statistically significant effect of training and electronic performance evaluation on talent management and the absence of an effect of electronic recruitment on talent management. CONCLUSION: Jordanian universities use electronic human resources management for operational rather than strategic purposes. Therefore there is no need to improve the infrastructure for electronic human resources management and talent management and align that with the general strategy of universities.

The impact of the emergence of E-HRM practices on employees performance

This paper aims to investigate the emergence of Electronic Human Resources Management (E-HRM) practices and its impact on employee's performance. Furthermore, it looks at the digitalization and how it affects the degree of engagement and satisfaction. This study aims to illustrate the relationship between E-HRM and organizational performance. A total of 10 HRM professionals were interviewed from different countries in the MENA region. Thematic analysis was conducted to retrieve recurring themes that helped us understanding the relationship between e-HRM and employees' performance. The main originality of this study is to suggest to HRM managers that they now need to work with IT people to ensure E-HRM practices are implemented as this can have a positive impact on employees' performance. Keywords: HRM Practices, technology, e-HRM, innovation, societal impact, employee performance, employee satisfaction.

Strategic Role of Artificial Intelligence and The Power of Ehrm for Innovative Human Resource Management

In today's rapidly evolving business landscape, the strategic integration of Artificial Intelligence (AI) and Electronic Human Resource Management (EHRM) has emerged as a significant area of research and practice in the field of human resource management (HRM). This systematic study aims to explore and analyze the strategic role of AI and the power of EHRM in fostering innovative approaches to HRM. The study begins by reviewing the existing literature on AI and EHRM, highlighting their potential benefits and challenges in enhancing HRM practices. It delves into the various strategic roles that AI can play, such as recruitment and selection, performance management, employee engagement, learning and development, and talent analytics. Furthermore, it examines the transformative capabilities of EHRM, including automation of administrative tasks, real-time data analytics, personalized employee experiences, and improved decision-making. The study concludes by emphasizing the transformative potential of AI and EHRM in enabling innovative HRM practices. It highlights the importance of strategic alignment, organizational readiness, and continuous learning to fully capitalize on the benefits of these technologies. By embracing AI and leveraging EHRM systems, organizations can optimize HR processes, enhance decision-making, improve employee experiences, and ultimately drive organizational success in the era of digital transformation.

Exploring the challenges and facilitators in the adoption of e-HRM practices in Indian higher education institutions: a qualitative exploration

PurposeDue to government policies, accreditation demands, competition, digital India reforms and National Education Policy (NEP) 2020, the need for electronic human resource management (e-HRM) has increased considerably in the Indian higher education (HE) sector, but the literature has revealed that the adoption of e-HRM practices in Indian HE institutions (HEIs) is still in its embryonic stage; therefore, the purpose of the current qualitative study is to explore the challenges and facilitators of e-HRM adoption in the Indian HE sector through interpretative phenomenological analysis (IPA).Design/methodology/approachThe present study incorporates IPA, to capture the personal lived experiences of the HR executives employed in the Indian HEIs. Using purposive sampling, semi-structured interviews were conducted with the HR executives employed in Indian universities and institutions to know the perspectives on the adoption of e-HRM practices in Indian HEIs.FindingsThe study identified two superordinate themes, namely, challenges and facilitators of e-HRM adoption in the Indian HE sector. The superordinate theme “challenges” comprises eight sub-themes. Further, the theme “facilitators” consists of six subthemes.Practical implicationsThe study has implications for the stakeholders of the HE sector, i.e. HR practitioners, top executives of the HE sector, government and HE regulators and other stakeholders of the HE sector.Originality/valueThis study has given deep insights into the challenges and facilitators in the adoption of e-HRM practices in the Indian HE sector, and to the best of the authors’ knowledge, no study till date has filled this knowledge gap through qualitative exploration using IPA.

The Role of Electronic Human Resources Management in Reducing Black Management Practices A field study of the opinions of a sample of Zain employees

Electronic human resource management is an essential element for many organizations, so interest in it is the main engine for the growth and development of organizations to keep pace with technological changes, so this research focused on explaining the role of electronic human resources management in reducing black management practices, and the answer to it was aimed at elucidating the intellectual connotations The theoretical and practical philosophy of these variables (electronic human resource management, black management practices), and this research falls into two main parts: the first section included the research methodology, and theoretical approaches to the research variables and its dimensions, while the second section presented the practical framework for the research hypotheses, as well as its conclusions and recommendations. The research sample was represented by a group of workers in Zain Iraq, by examining the influence and correlation relations between the research variables (electronic human resources management, black management practices), and the descriptive analytical approach was adopted, as well as selecting a sample of (108) workers Individual, by adopting the questionnaire form as a measurement tool, and the data was processed through the statistical program (SPSS) to prove the validity of the research hypotheses related to the correlation and influence between the two research variables (electronic human resources management, black management practices) and the use of multiple regression coefficient and correlation coefficient as statistical methods. The most prominent conclusions reached by the research in the theoretical and field framework, the most important of which is the achievement of a positive moral correlation between the collective electronic human resources management and the company's black management practices, the research sample in terms of its variables according to the value of the correlation factor at the aggregate level. Based on the findings of the research, the research presented some recommendations, the most important of which is the necessity for the company to pay attention to the research sample in the subject of electronic human resources management by carrying out the implementation of administrative activities through the use of information technology in reducing black management practices.

The Effect of Electronic Human Resources Management on Employee Satisfaction of Telecommunications Companies in Jordan

The purpose of this study was to investigate the effect of E-HRM on employee satisfaction. The focus was on telecommunications companies operating in Jordan. Aspects of e-HR practice is (e-recruitment, e-training, e-performance evaluation, e-reward system). Data were collected primarily through self-assessment questionnaires created in Google Forms and distributed via email to a sample of targeted executives. AMOSv24 was used to test the research hypothesis. Survey results show that E-HRM has a positive impact on employee satisfaction. Based on the results obtained, the researchers recommend that managers and decision makers of telecommunications companies in Jordan invest in electronic personnel systems. This allows personnel management to be fully electronic, realizing economic savings and attracting talent.

Application of artificial intelligence in libraries and information centers services: prospects and challenges

PurposeArtificial intelligence (AI) is one of the emerging technologies of this time. AI is a widely used technology in library services that can transform the best services in the age of information technology. This paper aims to highlight the use of AI in library operations. Several research has been undertaken on this subject, but that only address a few applications. AI and libraries have a substantial nexus; nevertheless, the use and awareness of AI in library services are still creating question marks addressed in this paper. This study will help the policy stakeholder, librarians and scholars in the field to address these issues before the deployment of AI in library services.Design/methodology/approachThis study is based on a qualitative method using content analysis techniques. An extensive review of literature on “artificial intelligence”, “smart libraries” was carried to ascertain the emerging technologies in the smart library domain. Literature was searched against various keywords like artificial intelligence, smart technologies, Internet of Things, electronic resource management, data mining and ambient intelligence. This study highlights the pros and cons of AI in library services and its possible solutions.FindingsThe findings of this study show that AI is a vibrant technology that can be used in library services; however, some obstacles like adequate funds, the attitude of librarians and technical skills are a few obstacles that hamper AI in library operations. The findings also reveal that using AI in library operations will accelerate libraries in the right direction. Furthermore, this study highlights various applications that can be deployed without spending costs.Practical implicationsThis paper may be of interest to academic, librarians, policymakers, researchers and the government to have a perspective on initiatives in the country on application of technology in library services. This study can introduce the current status and potential of this technology to bring the technology revolution in library and information center services.Social implicationsThis study will motivate library professionals to take advantage of AI in library services and further accelerate library operations in the right direction.Originality/valueThis study covers the understanding of AI in library services that will help the librarian’s and information professionals leverage AI in library scenarios. Furthermore, the practical implication of AI in library services will bring positive change in implementing AI.

Digital Right Management and Accessibility of Libraries Electronic Resources for Blind and Visually Impaired Users

In this digital era, where digital information is available in various formats, Digital Right Management has emerged as a great technology used by content owners to safeguard their intellectual property digitally. Digital rights management restricts the use of copyrighted digital works from unauthorised access. Although Digital Right Management appears to protect writers’ copyrights, it limits the copyright freedom of blind and visually impaired users who depend on accessibility features. The study aims to discuss and highlight the impact of Digital Right Management on the accessibility of libraries’ electronic resources for BVI users. Furthermore, it discusses how complex Digital Rights Management violates the fair-use rights of BVI users by making it impossible for them to access electronic resources. This review article outlines the key research findings on Digital Right Management hindrances encountered by blind and visually impaired users in accessing electronic resources. The results root in the literature surveyed discloses that the majority of libraries throughout the world are falling behind in delivering efficient access to electronic resources for BVI users. Libraries have a variety of obstacles to the accessibility of electronic content, including Digital Right Management challenges, license constraints, website design limitations, accessibility issues, and compatibility issues with assistive software. To overcome some of these barriers, librarians should review the implications of Digital Right Management for accessibility. Moreover, librarians must be knowledgeable about the numerous forms of visual impairments, including these users in accessibility studies, and consider the assistive technology they use. The article will review the literature on the following topics: find out how accessible electronic resources in libraries are for blind or visually impaired users; identify existing accessibility challenges arising from Digital Right Management technologies that impede access to electronic resources by blind or visually impaired users, and identify the challenges that they are facing.

Implementation of Electronic Resource Management System: A case study of Central Library, IIT Delhi

The share of electronic resources in library subscriptions has been increasing over a period of time. Academic institutions worldwide spend significant amounts on electronic resources, including e-journals, databases, and eBooks. Global research indicates that the management of electronic resources is very complex, and the workflows associated with them differ from the workflow of print resources. Although electronic resources have been around for almost two decades, librarians are still trying to figure out the most effective way to handle them. The study suggests that many non-compatible stand-alone systems are used to manage electronic resources. Library management systems (LMS) and library services platforms (LSPs) cannot manage electronic resource workflow. Electronic Resource Management Systems (ERMS) can be used to manage electronic resource workflow. However, cost is an important factor in not using commercial ERMS. This study examines the implementation of open-source ERMS CORAL in the Central Library, IIT Delhi. It discusses the steps involved in the implementation stages and the problems faced while implementing the system. It also discusses the features of CORAL. This study also finds improvements in electronic resource management after the implementation of ERMS CORAL. This study will be beneficial for those institutes that are looking for the implementation of CORAL.

“Technology Reshaping the Future of Industry” The Impact of Electronics HRM on Organization Performance with Mediating Role of IT Training, An Extension of Institutional System Theory

Technology is the most powerful tool, which is used to redesign the organizational structures. The scaling and acceleration of human capabilities, the automation of labour, and the creation of new methods for obtaining and supplying labour are all having a substantial impact on the nature of work in the future. The success of an organisation depends on the growth of its people resources. This essay presents a perspective on the idea of electronics HRM on organisational performance with the mediating role of IT training in Pakistan's textile industry. To carry out the investigation, a quantitative methodology was employed. All of the study's participants were employees, and the study's 300 samples were drawn using the stratified sampling technique. Using the PLS program and structural equation modelling, the study's hypothesis was tested. The study's findings showed a clear connection between operational, rational, and transformational electronic human resource management (E-HRM) and the organisational performance of the textile sector. A study also shown that IT training significantly improved organisational effectiveness. Finally, IT training acts as a mediator between EHRM and organisational performance. Therefore, the main contribution of the current study is to illuminate the untapped potential of IT training for the effective implementation of e-HRM procedures and its effects on organisational performance.

Towards Achieving Electronic Human Resource Management: Challenges Facing Public Enterprises in Adopting Technology

This study examined the challenges that are faced by South African public enterprises in implementing digitalization in the Human Resource Management (HRM) department. A qualitative research approach was used with data obtained using structured interviews from a public enterprise, and Human Resource Practitioners were used to conduct interviews in this study. Purposive non-probability sampling was applied in engaging 15 participants in a public corporation and data was analyzed using thematic analysis. The study revealed that HRM departments do not entirely make use of technology in their operations. The inability to use technology is due to a lack of in-house digital training, and the organization’s inability to quickly swiftly respond to environmental changes due to bureaucratic structure. It was therefore recommended that public entities embark on extensive employee digital training and implementation of effective internal digital systems for organizational effectiveness.

The role of transformational electronic human resources management in the characteristics of the educated organization: An exploratory study of the opinions of a sample of workers in Asiacell Telecom

هدفت الدراسة إلى معرفة دور إدارة الموارد البشرية الإلكترونية التحويلية في خصائص المنظمة المتعلمة بأبعادها(التشارك المعرفي , الثقافة , الابتكار , البنى التحتية , التكييف التنظيمي) في شركة اسياسيل للاتصالات , اعتمد الباحث المنهج الوصفي التحليلي، واستخدم(الاستبانة الالكترونية) التي صممت لهذا الغرض مقياساً للدراسة بوصفها أداة رئيسة لجمع البيانات والمعلومات , وتم اختيار شركة آسياسيل للاتصالات ميداناً للدراسة، وأختيرت عينة قوامها (351) فرد تم سحبها من الشركة المبحوثة لتمثل مجتمع الدراسة البالغ عدهم (2891)فرد, ، ولغرض اختبار فرضيات الدراسة قام الباحث بتوزيع الاستبانة الكترونيا بواسطة(نماذج كوكل)على العاملين في الميدان المذكور تم استرجاع ردود العاملين(351) استبانة الكترونية وبعد القيام بتدقيقها وجد الباحث بانها صالحة وبنسبة (100%) واعتمدت لغرض التحليل الاحصائي وباستخدام البرنامج الاحصائي (Spss-v.26)، خرجت الدراسة بمجموعة من النتائج أهمها وجود علاقة ارتباط معنوية موجبة بين ممارسات ادارة الموارد البشرية وخصائص المنظمة المتعلمة وكانت بدرجة جيدة، فضلا عن وجود تأثير ذو دلالة معنوية لممارسات إدارة الموارد البشرية الالكترونية في المنظمة المتعلمة في الشركة المبحوثة ، واختتمت الدراسة بمجموعة من التوصيات اهمها توجيه إدارة الشركة نحو استثمار الفرص الكفيلة بدمج معرفة الافراد وخبراتهم مع بعضها بشكل مستمر داخل الشركة لتطوير المهارات اللازمة للعمل , وكذلك التركيز على مجالات إدارة الموارد البشرية الالكترونية وتوفير كل ما يمكن أن يعزز من هذه المجالات ويحقق النمو والتوسيع على المدى البعيد للشركة.

The Impact of Electronic Human Resource Management on Organizational Performance in Jordan

The study aimed to find out the impact of electronic human resource management practices on organization's performance in Greater Amman Municipality. The study sample was selected from the Greater Amman Municipality employees. The study used analytical descriptive methodology
 A simple random sampling was used. The study sample consisted of 243 Employees. A self-administrated questionnaire was designed according to research objectives and hypotheses. The questionnaire was validated before distribution to collect data. The collected data was analyzed through using AMOS. The study concluded that electronic human resources management practices on organization’s performance. The study concluded that e-HRM has a significant effect on competitive advantages and in the same time, E-HRM also has a significant effect on organizational performance. The study also concluded that Competitive advantage has an effect on e-HRM and it mediates the relation between E-HRM and the organizational performance. The study recommends the Greater Amman top management must understand the mechanism behind that how they can manage their human resources to achieve organization performance for better productivity of organization and Greater Amman municipality is advised to use e-HRM available tools in employing new workers, whom in they turn can achieve the tasks entrusted to them in good manner which in its turn will be reflected positively in completive advantages an organization performance.

Local Knowledge Electronic Resources Development as a Priority Field of Ukrainian Public Libraries Activity

The aim of the article is to analyze the formation of local knowledge electronic resources as a priority field of public libraries activity in Ukraine.
 Research methods of the article grounded on general scientific principles of objectivity and systematicity, complexity and comprehensiveness of knowledge. The use of formal-logical and social-communication approaches contributed to the achievement of the set goal.
 Scientific novelty consists in substantiating the importance of intensifying the work on the formation of local knowledge electronic resources by Ukrainian public book collections, which will become an important component of the National Electronic Library of Ukraine in future.
 Main conclusions. Management of local knowledge electronic resources is an urgent issue for all public libraries of the country. That is why it is extremely important to focus attention on the questions of forming consolidated electronic catalogs, elaborating a mechanism for electronic ibraries integration, and preparing a unified plan for digitization of local history publications. Nowadays, it is necessary to ensure an effective coordination and communication between the leading libraries of the state for the preparation of a single plan of current and planned projects, definition of the development strategy, and provision of practical recommendations for the further formation of local knowledge electronic resources. The unification of all electronic libraries of the country into an integrated corporate system “The National Electronic Library of Ukraine” will contribute to the optimization of costs for its formation in future, as well as increase the effectiveness of communication processes organization. Thanks to the creation of this interactive digital space, there will occur more opportunities for implementing various models of the country’s information space functioning, including libraries, archives, and museums. This new innovative paradigm involves electronic, service and partnership models of work. It will also cause to strengthening the sense of unity with the entire information community, increase motivation to contribute to the development of the library sphere.

THE USAGE OF E-HRM AND HRM EFFECTIVENESS: EMPIRICAL EVIDENCE FROM THE INDONESIAN BANKING SECTOR

e-HRM is an information technology that can increase the effectiveness and efficiency of a company's HRM system by carrying out the system's functions electronically or online. This study aims to analyze the effect of the use of electronic human resource management (e-HRM) on the effectiveness of HRM in banking companies. The Unified Theory of Acceptance and Use of Technology (UTAUT) is used as a theory to analyze the influence of e-HRM determinants (performance expectancy, effort expectancy, and social influence) on the use of e-HRM systems. Empirical data were obtained through questionnaires distributed to one of the banking companies in Indonesia. Hypothesis analysis was performed using the Structural Equation Modeling (SEM) technique using Lisrel 8.80 software. These findings indicate that performance expectancy and effort expectancy can affect employees' use of the e-HRM system. The use of the e-HRM system has also been shown to have a positive and significant influence on the effectiveness of HRM at the policy and practice levels.

The future of HR management: Exploring the potential of e-HRM for improving employee experience and organizational outcomes

Electronic Human Resource Management (e-HRM) is a rapidly evolving field that leverages technology for efficient and effective HR practices. This paper explores the potential of e-HRM in improving employee experience and organizational outcomes. It discusses the historical context of e-HRM, current practices, and future trends while focusing on the benefits and challenges of implementing e-HRM solutions. Through a review of relevant literature, this paper highlights the implications of e-HRM on HR professionals, employees, and organizations.

The Mediator Role of Job Satisfaction (JS) Among the Relationship Between Electronic Human Resource Management (E - HRM), Employee Performance (EP), and Organizational Commitment (OC)in Family-Owned Small Middle Enterprises (SMEs)in China

Purpose – This study explores the relationship between IVs [Electronic Human Resource Management (E - HRM) and Employee Performance (EP)], MV: Job Satisfaction (JS) and Organizational Commitment (OC) is the focus in the context among Small and Medium-sized (SEMs)Family Enterprises in China. Design/methodology/approach – 150 samples can be collected from Small and Medium-sized (SEMs) Family Enterprises in China by utilizing the convenience sampling method. And analyzing method in this study, the quantitative method can be selected by adopting IBMSPASS and PLS-SEM. Findings – Both E-HRM (β=0.380, p<0.01) and EP (β=0.545, p<0.01) have a significant positive impact on Job Satisfaction (JS). Job Satisfaction (JS) is an important factor affecting Organizational Commitment (OC). Job Satisfaction (JS) was included in the proposed model as an intermediary variable. Research limitations/implications – the moderating role of JS in the relationship between IVs (E - HRM, EP) and OC was studied using quantitative methods. The research background and research data are limited to small and medium-sized family enterprises and employees in China. Originality/value – By studying the relationship between IVs (E - HRM and EP), MV (JS), and OC, this paper will help to better understand how different E - HRM and EP affect JS, and how JS affects employees For corporate OC's. With the increasing market competition and rising labor costs in China, improving employees' OC for enterprises may be an important means to cope with future competition.