虛擬人力資源管理時代的人資部門存在感與可信度

This study aims to explore the change in dynamics between the average employee and the HR department after the implementation of E-HR. The study was conducted in Taiwan to empirically examine the effect of E-HR adoption on employee perceptions of HR presence and credibility. Adopting measures from existing literature, a survey questionnaire which consists of four sections was developed. Convenient sampling was used to collect employee-level responses. Data from 130 samples were subject to analysis. The qualitative follow-up study traced the development of e-HR practices, and explored consequences of e-HR adoption from the perspective of HR personnel and their internal customers. In-depth qualitative interviews were conducted with HR professionals, line employees, and general employees to reveal the level of HR process virtualization, and to probe perceptions of social presence and credibility of their HR department respectively. Results indicate that E-HR implementation has a positive effect on the presence of the HR function, while HR presence positively affects HR credibility. HR presence mediates the effect of E-HR implementation on HR credibility. Therefore, the implementation of E-HR has positive effects on both the presence and credibility of the HR function.