Journal of Socio-Cultural Studies of Khorasan

Journal of Socio-Cultural Studies of Khorasan

The Role of Electronic Human Resource Management in Organizational Entrepreneurship and Organizational Effectiveness, Mediated by Organizational Agility among Employees of Shahid Chamran Hospital, Ferdows

Authors
ahmad arabshahi 1
Morteza Darudgar 2
1 Department of Public Administration, Payam Noor University, Tehran, Iran.
2 Master’s in Human Resource Management, Payame Noor University, Tehran, Iran
10.22034/fakh.2024.481696.1689
Abstract
Introduction
In today’s highly competitive global landscape, the importance of innovation, flexibility, responsiveness and collaboration has become increasingly evident for the long-term success of organizations. As the pace of environmental change accelerates, organizations must adapt to new conditions, seize emerging opportunities, and foster an entrepreneurial culture to address evolving needs effectively. Information technology, as a powerful enabler, plays a crucial role in enhancing internal organizational resources, particularly human resources.
An efficient electronic human resource management (e-HRM) system, when properly implemented, can foster organizational learning and empower employees, thereby enhancing the organization's capacity for innovation. The growing demand for more effective work processes, coupled with advancements in information and communication technology (ICT), has driven the rapid development of e-HRM systems.
One of the critical capabilities required in today’s competitive environment is organizational agility. An agile organization aligns its processes and workforce with advanced technologies to meet customer demands through high-quality products and services within a relatively short timeframe. However, despite significant advancements in ICT, the adoption and provision of electronic services remain limited in organizations across developing countries, including our own.
This study explores the benefits and advantages of e-HRM systems, highlighting their impact on key components such as organizational agility, entrepreneurship, and effectiveness. By examining these factors, the research aims to shed light on how e-HRM can contribute to improved organizational performance in dynamic and competitive environments.
 
Research Method
This applied study aims to address organizational needs and improve overall performance and optimization. Methodologically, it is a descriptive-survey study. The research's statistical population consists of 200 employees from Shahid Chamran Hospital in Ferdows. Using the Morgan table, a sample size of 127 was determined. Participants were selected through simple random sampling, and a questionnaire was distributed to them for completion. In the study’s analytical model, e-HRM serves as the predictor variable, while organizational entrepreneurship and organizational effectiveness are the dependent variables. Organizational agility is included as the mediating variable. To measure these variables, standard questionnaires were employed: Firouzi’s e-HRM Questionnaire (2015), Robbins and Coulter’s Entrepreneurship Questionnaire (1989), Sharifi and Young’s Organizational Agility Questionnaire (2000), and Eidi et al.’s Organizational Effectiveness Questionnaire (2012).
The validity of the questionnaires was established through expert review by professors. Reliability was assessed using Cronbach's alpha, resulting in the following coefficients: e-HRM (0.92), Organizational Entrepreneurship (0.87), Organizational Effectiveness (0.85), and Organizational Agility (0.93), all indicating high internal consistency. These values confirmed the reliability of the instruments. After collecting the completed questionnaires, the data were analyzed using PLS (version 4) in two stages: descriptive and inferential analysis. Descriptive statistics were presented in tabular format to characterize the sample. Subsequently, structural equation modeling with path analysis was employed to empirically test the research hypotheses.
 
Findings and Conclusion
The main objective of this study was to examine the role of e-HRM in organizational entrepreneurship and organizational effectiveness, where organizational agility acted as a mediating factor. To achieve this, two main hypotheses and five sub-hypotheses were formulated and tested. The results of the first hypothesis test revealed that organizational agility does not mediate the relationship between e-HRM and organizational entrepreneurship. Similarly, the results of the second hypothesis test indicated that organizational agility does not mediate the relationship between e-HRM and organizational effectiveness.
For the third hypothesis, the analysis showed that the direct effect of e-HRM on organizational entrepreneurship was 0.57, indicating a moderate and statistically significant relationship. For the fourth hypothesis, the direct effect of e-HRM on organizational effectiveness was found to be 0.43, also reflecting a moderate and statistically significant relationship. The results of the fifth hypothesis test indicated that the significance level for the effect of e-HRM on organizational agility was greater than 0.05, meaning that this relationship was not statistically confirmed. The sixth hypothesis test revealed that the effect of organizational agility on organizational entrepreneurship was 0.26, indicating a weak but statistically significant direct relationship. The seventh hypothesis test showed that the effect of organizational agility on organizational effectiveness was 0.49, reflecting a moderate and statistically significant direct relationship.
To successfully implement e-HRM, managers should utilize electronic systems for various functions, such as recruitment, training, payroll, and employee evaluations. Achieving organizational effectiveness requires systematic efforts from both managers and employees to ensure that organizational goals are met at a satisfactory level. Additionally, fostering organizational entrepreneurship and cultivating an entrepreneurial culture should be prioritized. Conditions must be created to enable all individuals within the organization to take on entrepreneurial roles, encouraging creativity and innovation. Lastly, organizational agility should be developed to allow the organization to adapt effectively to changing environmental conditions and navigate the process of growth and development.
Keywords
Electronic Human Resource Management
Organizational Entrepreneurship
Organizational Effectiveness
Organizational Agility

Subjects

References
Aflakifard, H., Nikfarjam, S., & Ghalehnoei, M. (2020). Rabeteh karafarini sazemani va chaboki sazemani ba mianjigari modiriat danesh (mord motaleh: ostadan daneshkadeh fani pesaran marvdasht) [The relationship between organizational entrepreneurship and organizational agility with knowledge management mediation: The case of Professors of Marvdasht boys’ technical college]. A New Approach to Educational Management, 11(4), 263–278. [In Persian]##Aghaei, M., & Aghaei, R. (2014). Eraeh olgouye mafhoomi chaboki sazemani [Presenting a conceptual model of organizational agility]. Journal of Technological Development, 10(39), 37–43. [In Persian]##Ahammad, M. F., Glaister, K. W., & Gomes, E. (2020). Strategic agility and human resource management. Human Resource Management Review, 30(1), 100700.##Alborathy, A., Masmoudi, F., & Ismael, F. (2024). The relationship between organizational agility and strategic entrepreneurship: An analytical research in some companies at the Ministry of Agriculture in Iraq. Journal of Economics and Administrative Sciences, 30, 38-55.##Alqarni, K., Agina, M. F., Khairy, H. A., Al-Romeedy, B. S., Farrag, D. A., & Abdallah, R. M. (2023). The effect of electronic human resource management systems on sustainable competitive advantages: The roles of sustainable innovation and organizational agility. Sustainability, 15(23), 16382.##Aminbeidokhti, A., Mohmadi Hoseini, S., & Hoseinpoor, O. (2016). Rabeteh karafarini sazemani ba chaboki sazemani: Azmoon naqsh mianji taahod sazemani (mord motaleh: karkonan daneshgah Semnan) [The relationship between organizational entrepreneurship and organizational agility: Testing the mediating role of organizational commitment: A case study of employees of University of Semnan.]. Higher Education Letter, 9(35), 135–155. [In Persian]##Asgari, A. (2020). Mabani karafarini sazemani [Fundamentals of organizational entrepreneurship]. [Paper presentation] Third International Conference on Dynamic Management, Accounting, and Auditing. Saleh Higher Education Institute, Tehran. [In Persian]##Bahadori, S., Abdollahnia, H., Maleki, S., & Bagheri Tanha, M. (2021). Barresi rabeteh karafarini sazemani ba chaboki sazemani dar sharkathaye danesh bonian [Investigating the relationship between organizational entrepreneurship and organizational agility in knowledge-based companies]. Journal of Economics, Occupation and Work, 11(23), 65–73. [In Persian]##Bahadorifard, A., & Rasooli, R. (2020). Barresi rabeteh bein modiriat menabe ensani elektroniki, chaboki va asarbakhshi sazemani dar sazmanhaye zirmajmueh vezarat ertebatat va fanavari etlaat [The relationship between electronic human resource management, agility, and organizational effectiveness in organizations under the Ministry of Communications and Information Technology]. Iranian Journal of Information and Communication Technology, 12(45–46), 159–184. [In Persian]##Bakhshi, S., Jamshidi, M., & Hoseinpoor, M. (2021). Barresi tasir modiriat manabe ensani elektroniki bar karafarini sazemani ba naqsh mianji pazirsh sistemhaye etlaati [The impact of electronic human resource management on corporate intrapreneurship with the mediating role of information systems acceptance]. Public Administration Research, 14(51), 253–278. [In Persian]##Eidi, H., Ramezaninezhad, R., Uosefi, B., Sajadi, S., & Malek Akhlagh, E. (2012). Tarahi model asarbakhshi sazemani bar asas roikard arzeshhayi reghabati [Designing an organizational effectiveness model based on the competitive values approach]. Journal of Sports Management and Movement Behavior, 1(14), 15–30. [In Persian]##Farzi, H., Abbasi, H., & Zardoshtian, S. (2015). Tabeen rabeteh hoosh sazemani va chaboki sazemani ba karafarini sazemani dar vezart varzesh va javanan Iran [Explaining the relationship of organizational intelligence and organizational agility with organizational entrepreneurship in Ministry of Sport and Youth of Iran]. Sports Management, 7(5), 713–729. [In Persian]##Hamidianpour, F., Esmaeilpour, M., & Firouzi, H. (2017). Barresi tasir abad modiriat menabe ensani elektronik bar eijad chaboki sazemani (mord motaleh: bankhaye shahar Booshehr) [Investigating the impact of electronic human resource management dimensions on creating organizational agility: A case study of Banks in Bushehr)]. Management Tomorrow, 16(52), 219–234. [In Persian]##Karunarathna, T. D., & Nanayakkara, N. W. O. K. D. S. P. (2020). Impact of electronic human resource management on employee job performance in multinational entities in Colombo District, Sri Lanka. Proceedings of the International Conference on Business & Information (ICBI) 2020, 403-418.##Kordjezi, Z., Samadi, A., & Sharifzadeh, F. (2021). Barresi moalfehhaye chaboki sazemani va ertebat an bar asarbakhshi sazemani [Investigating the components of organizational agility and its relationship to organizational effectiveness]. Quarterly Journal of Global Challenges, 3(2), 108–116. [In Persian]##Maghsoodloo, S., Fallah, Z., Behlakeh, T., & Askari, A. (2021). Azmoon model naghsh mianji chaboki va noavari sazemani dar rabeteh elli sarmayeh fekri ba karafarini sazemani dar vezart varzesh va javanan [Testing the mediating role of organizational agility and innovation in the causal relationship between intellectual capital and organizational entrepreneurship in the Ministry of Sports and Youth]. Strategic Studies of Sports and Youth, 52, 151–167. [In Persian]##Moosavi Moheb, S., & Shahandeh Aghdam Sari Ghih, Z. (2021). Barresi avamel moasar bar asarbakhshi sazeman [A study of factors affecting organizational effectiveness]. The 6th International Conference on Innovation and Research in Educational Sciences, Management, and Psychology. Tehran: International Center for Sustainable Development Seminars of Islamic World Sciences. [In Persian]##Nyathi, M., & Kekwaletswe, R. (2024). Electronic human resource management (e-HRM) configuration for organizational success: Inclusion of employee outcomes as contextual variables. Journal of Organizational Effectiveness: People and Performance, 11(1), 196-212.##Poorkiani, M., Amiri, A., & Azarpoor, F. (2013). Barresi rabeteh hooshe hayejani va karafarini sazemani dar karkonan daneshgah aluom pezeshki va khadamat behdashti darmani Kerman [Investigating the relationship between emotional intelligence and organizational entrepreneurship among employees of Kerman University of Medical Sciences and Health Services]. Health and Development, 2(3), 214–222. [In Persian]##Qanbari, M., Fallah, V., & Zameni, F. (2016). Barresi naqsh modiriat manabe ensani elektronik bar asarbakhshi sazemani dar sazeman amuzesh va parvaresh ostan Golestan [Investigating the role of electronic human resource management on organizational effectiveness in the Golestan Province Education Organization]. Information and Communication Technology in Educational Sciences, 7(1), 39-59. [In Persian]##Qanbari, M., Fallah, V., & Zameni, F. (2018). Eraye olguye ta’sir-e modiriyat-e manba'-e ensani-ye elektroniki bar asrbakhshi-ye sazmani dar sazman-e amuzesh va parvaresh-e ostane Golestan [Presenting a model of the impact of electronic human resource management on organizational effectiveness in the Golestan Province Education Organization]. A New Approach in Educational Management, 9(2), 181-198. [In Persian]##Saha, N., Gregar, A., & Saha, P. (2017). Organizational agility and HRM strategy: Do they really enhance firms’ competitiveness? International Journal of Organizational Leadership, 6, 323-334.##Sanatigar, H., Hadi Peykani, M., & Gholamzadeh, D. (2016). Barresi va azmoon model chaboki sazemani dar sandoogh bazneshastegi sanat naft [Investigating and testing the organizational agility model in the oil industry pension fund]. Journal of Strategic Studies in Oil and Energy, 8(29), 117–142. [In Persian]##Sargazi, A., & Hoshyar, V. (2023). Shenasayi va tabyin shayestegi-ha-ye modiran-e rahbordi-ye sazman-e haram-e motahhar-e astan-e qods-e razavi [Identifying and explaining the competencies of strategic managers in the organization of the Holy Shrine of Astan Quds Razavi]. Khorasan Cultural and Social Studies, 17(1), 35–64. [In Persian]##Shoghi, R., Ahanchian, M., & Ghorooneh, D. (2021). Toseeh manabe ensani bar karafarini sazemani dar bongahhei sanati [Human resource development based on enterprise entrepreneurship in industrial firms]. Journal of Transformational Management, 13(25), 23–54. [In Persian]##Sinaei, Z., & Manzari Tavakoli, H. (2016). Naqsh farhang sazemani dar asarbakhshi sazemani [The role of organizational culture in organizational effectiveness]. [Paper presentation] International Conference of Management Elite. Tehran: Shahid Beheshti University International Conference Hall [In Persian]##Talebi, M., Ghorbani, A., & Ghasemi, K. (2024). Modiran-e gheyr-e bomi dar khorasan-e jonubi: barrasi-ye payamadha bar towse'eh-ye ejtema'i-ye mahalli va modiriyat-e sarmaye-ye ensani [Non-local managers in South Khorasan: Examining the impacts on local social development and human capital management]. Khorasan Cultural and Social Studies, 3(8), 127–160. [In Persian]##Thathsara, A. D. S., & Sutha, J. (2021). Investigating the influence of E-HRM practices on organizational performance: The mediating role of organizational agility (with special reference to financial institutions). International Journal of Engineering and Management Research (IJEMR), 11(1), 1-8.##Yazdani, N., & Yektayar, M. (2023). Naghsh tadilgari rahbari karafarinaneh dar rabeteh bein chaboki fekri va noavari karkonan edarat varzesh va javanan ostan Kordestan [The moderating role of entrepreneurial leadership in the relationship between intellectual agility and innovation of employees of sports and youth departments of Kurdistan province]. Journal of Management and Organizational Behavior in Sports, 12(11), 49–74. [In Persian]##Zand, G., Ahghar, G., & Ahmadi, A. (2018). Rabeteh rahbordha-ye modiriyat-e danesh, maharat-ha-ye karafarini va tavanmandsazi-ye karkonnan ba asar-bakhshi-ye sazmani va era'e-ye olgu-ye monaseb [The relationship between knowledge management strategies, entrepreneurial skills, and employee empowerment with organizational effectiveness: Proposing an appropriate model]. Leadership and Educational Management, 12(3), 141–160. [In Persian]##

  • Receive Date 03 October 2024
  • Revise Date 17 November 2024
  • Accept Date 31 December 2024