How to cite this paper
Aityassine, F., Alsayaha, A & Al-Ajlouni, M. (2022). The effect of electronic human resources practices on employee satisfaction in private hospitals.International Journal of Data and Network Science, 6(3), 753-760.
Refrences
Abdullah, P. Y., Zeebaree, S. R., Shukur, H. M., & Jacksi, K. (2020). HRM system using cloud computing for Small and Medium Enterprises (SMEs). Technology Reports of Kansai University, 62(04), 04.
Ahmad Mofaddi Al-kasasbeh, Muhammad Abi Sofian Abdul Halim* and Khatijah Omar (2016). E- Hrm, Workforce Agil-ity And Organizational Performance: A Review Paper Toward Theoretical Framework, IJABER, 14(15), 10671-10685.
Ahmad, S., Zulkurnain, N., &Khairushalimi, F. (2016). Assessing the Validity and Reliability of a Measurement Model in Structural Equation Modeling (SEM). British Journal of Mathematics & Computer Science, 15(3), 1–8. https://doi.org/10.9734/BJMCS/2016/25183
Al, M. (2020). The Effect of E-HRM on the Human Resources Flexibility in the Organization Analytical research of the opinions of a sample of Iraqi university staff. Solid State Technology, 63(6).
Al-Hawary, S. I. ., & Al-Namlan, A. . (2018). Impact of Electronic Human Resources Management on the Organizational Learning at the Private Hospitals in the State of Qatar. Global Journal of Management and Business Research: A Ad-ministration and Management, 18(7), 1–11.
Al-Hawary, S. I., & Nusair, W. (2017). Impact of Human Resource Strategies on Perceived Organizational Support at Jor-danian Public Universities. Global Journal of Management and Business Research: A Administration and Management, 17(1), 68–82.
Al-Hawary, S. I. S., & Obiadat, A. A. (2021). Does mobile marketing affect customer loyalty in Jordan?. International Journal of Business Excellence, 23(2), 226-250.
Al-Hawary, S. I. S., Mohammad, A. S., Al-Syasneh, M. S., Qandah, M. S. F., & Alhajri, T. M. S. (2020). Organisational learning capabilities of the commercial banks in Jordan: do electronic human resources management practices matter?. International Journal of Learning and Intellectual Capital, 17(3), 242-266.
Al-Hawary, S. I., & Al-Syasneh, M. S. (2020). Impact of dynamic strategic capabilities on strategic entrepreneurship in presence of outsourcing of five stars hotels in Jordan. Business: Theory and Practice, 21(2), 578-587.
Al-Lozi, M., Almomani, R. Z., & Al-Hawary, S. I. (2017). Impact of Talent Management on Achieving Organizational Ex-cellence in Arab Potash Company in Jordan. Global Journal of Management and Business Research: A Administration and Management, 17(7), 15–25.
Al-Lozi, M., Almomani, R. Z., & Al-Hawary, S. I. (2018). Talent Management strategies as a critical success factor for ef-fectiveness of Human Resources Information Systems in commercial banks working in Jordan. Global Journal of Management and Business Research: A Administration and Management, 18(1), 30–43.
Alsoufi, A., Alsuyihili, A., Msherghi, A., Elhadi, A., Atiyah, H., Ashini, A., ... & Elhadi, M. (2020). Impact of the COVID-19 pandemic on medical education: Medical students’ knowledge, attitudes, and practices regarding electronic learn-ing. PloS one, 15(11), e0242905.
Attatsitsey, M., & Osei-Bonsu, N. (2021). Assessing the impact of information technology on human resource practices: evidence from organisations in Ghana. International Journal of Information Technology and Management, 20(1-2), 5-20.
Barclay, D. W., Thompson, R. & Higgins, C. (1995). The partial least squares (PLS) approach to causal modeling: person-al computer adoption and use an illustration. Technology Studies, 2(2), 285-309.
Bondarouk, T. and Ruël, H. (2009). Electronic human resource management: challenges in digital era. The International Journal of Human Resource Management, 20(3), 505-514.
Bondarouk, T., Ruël, H., & van der Heijden, B. (2009). E-HRM effectiveness in a public sector organization: a multi-stakeholder perspective. The International Journal of Human Resource Management, 20(3), 578-590.
Brooke Jr, P. P., & Price, J. L. (1989). The determinants of employee absenteeism: An empirical test of a causal model. Journal of occupational psychology, 62(1), 1-19.
de Leeuw, E., Hox, J., Silber, H., Struminskaya, B., & Vis, C. (2019). Development of an international survey attitude scale: Measurement equivalence, reliability, and predictive validity. Measurement Instruments for the Social Sciences, 1(1), 9. https://doi.org/10.1186/s42409-019-0012-x
Ensher, E.A., Nielson, T.R., & Grant-Vallone, E. (2002). Tales, from the hiring line: effects of the internet and technology on HR processes. Organizational Dynamics, 31(3), 224-44.
Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career development international, 7(4), 243-251.
Hair, J. F., Babin, B. J., & Krey, N. (2017). Covariance-Based Structural Equation Modeling. Journal of Advertising, 46(1), 163–177. https://doi.org/10.1080/00913367.2017.1281777
Howard, M. C. (2018). The convergent validity and nomological net of two methods to measure retroactive influences. Psychology of Consciousness: Theory, Research, and Practice, 5(3), 324–337. https://doi.org/10.1037/cns0000149
Ibrahim, A. M., Usman, B. U. & Bagudu, M. W. (2013). Employee Turnover and Its Effects on Organizational Productivi-ty of State Owned Institutions in Niger State: (An Impediment to Achieving Vision 20:2020 in Niger State). Journal of Business and Organizational Development, 5(2).
Jam, M., & Jamal, W. N. (2020). Impact of Green Human Resources Management Practices on Organizational Sustaina-bility and Employee Retention: An Empirical Study Related to Educational Institutions. iRASD Journal of Manage-ment, 2(1), 38-48.
Johnson, R. D., & Gueutal, H. G. (2011). Transforming HR through technology: The use of E-HR and HRIS in organiza-tions. Society for Human Resource Management Effective Practice Guidelines Series. Alexandria, VA.
Kariznoee, A. &Afshani, M. &Moghadam, M. R. H.(2012). The Examine of effect of E-HRM on employee’s job perfor-mance. Advanced Research in Economic and Management Sciences (AREMS), 6, 275-282.
Khan, I. A. (2020). Electronic learning management system: Relevance, challenges and preparedness. Journal of Emerging Technologies and Innovative Research, 7(5), 471-480.
Khashman, A. M., & Al-Ryalat, H. A. (2015). The impact of electronic human resource management (E-HRM) practices on business performance in Jordanian telecommunications sector: The employees perspective. Journal of Management Research, 7(3), 115-129.
Lengnick-Hall, M. L., & Moritz, S. (2003). The impact of e-HR on the Human Resource Management Function. Journal of Labor Research, 24(3), 365-379.
Metabis, A., & Al-Hawary, S. I. (2013). The Impact of Internal Marketing Practices on Services Quality of Commercial Banks in Jordan. International Journal of Services and Operations Management, 15(3), 313–337.
Mohammad, A. A., Alshura, M.S.,Al-Hawary, S. I. S., Al-Syasneh, M. S., & Alhajri, T. M. (2020). The influence of Inter-nal Marketing Practices on the employees’ intention to leave: A study of the private hospitals in Jordan. International Journal of Advanced Science and Technology, 29(5), 1174–1189.
Moilanen, T. (2013). The consequences of e-HRM on line managers. Master’s Thesis: Lappeenranta University of Tech-nology.
Mondy, R. W. (2010). Human resources management. 11th ed., Upper Saddle River: NJ: Prentice Hall.
Moussa, N. B., & El Arbi, R. (2020). The impact of Human Resources Information Systems on individual innovation ca-pability in Tunisian companies: The moderating role of affective commitment. European Research on Management and Business Economics, 26(1), 18-25.
Muqaddim, N., & Hosain, M. S. (2021). E-HRM Practices and Operational Efficiency: Evidence from Bangladeshi Gar-ment Industry. Asian Journal of Economics, Business and Accounting, 80-95.
Parry, E., & Tyson, S. (2008). An Analysis of the Use and Success of Online Recruitment Methods in the Uk. Human Re-source Management Journal, 18(3), 257-257
Rahoo, L. A., Khan, S. A., Khan, M. A., Khan, K., & Memon, M. (2020). Analysis of green HR practices in information technology industries of Pakistan. International Journal of Disaster Recovery Business Continuty, 11, 2105-2113.
Rimkeviciene, J., Hawgood, J., O’Gorman, J., & De Leo, D. (2017). Construct Validity of the Acquired Capability for Sui-cide Scale: Factor Structure, Convergent and Discriminant Validity. Journal of Psychopathology and Behavioral As-sessment, 39(2), 291–302. https://doi.org/10.1007/s10862-016-9576-4
Rastogi, A., & Srivastava, G. (2017). E-HRM: Emerging HR practices in private banks. International Journal of Engineer-ing and Management Research (IJEMR), 7(3), 111-116.
Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill-building approach (Seventh edition). Wiley.
Shamout, M., Elayan, M., Rawashdeh, A., Kurdi, B., & Alshurideh, M. (2022). E-HRM practices and sustainable competi-tive advantage from HR practitioner’s perspective: A mediated moderation analysis. International Journal of Data and Network Science, 6(1), 165-178.
Shi, D., Lee, T., &Maydeu-Olivares, A. (2019). Understanding the Model Size Effect on SEM Fit Indices. Educational and Psychological Measurement, 79(2), 310–334. https://doi.org/10.1177/0013164418783530
Singh, S., & Nath, D. (2020). An Assessment in the Green HRM Practices With Job Satisfaction and Its Impact on Organi-sational Commitment. International Journal of Management, 11(9).
Sohail, A., Hussain, A., & Riaz, A. (2020). ASSESSMENT OF E-HRM PRACTICES AND ITS FUNCTIONS AMONG BANKING SECTOR OF EMERGING ECONOMIES. Journal of Social Research Development, 1(2), 144-154.
Strohmeier, S. (2007). Research in E-HRM: Review and implications. Human Resource Management Review, 17, 19–37.
Sung, K.-S., Yi, Y. G., & Shin, H.-I. (2019). Reliability and validity of knee extensor strength measurements using a port-able dynamometer anchoring system in a supine position. BMC Musculoskeletal Disorders, 20(1), 1–8. https://doi.org/10.1186/s12891-019-2703-0
Swaroop, K. R. (2012). E-HRM and how it will reduce the Cost in Organization. Asia Pacific Journal of Marketing & Management Review, 1(4), 133-139.
Wang, Y. A., &Rhemtulla, M. (2021). Power Analysis for Parameter Estimation in Structural Equation Modeling: A Dis-cussion and Tutorial. Advances in Methods and Practices in Psychological Science, 4(1), 1–17. https://doi.org/10.1177/2515245920918253
Zafar, J. (2010). The role of information technology in the personnel department: HRM in the knowledge economy. Cana-dian Social Science, 6(5), 54–59.
Ahmad Mofaddi Al-kasasbeh, Muhammad Abi Sofian Abdul Halim* and Khatijah Omar (2016). E- Hrm, Workforce Agil-ity And Organizational Performance: A Review Paper Toward Theoretical Framework, IJABER, 14(15), 10671-10685.
Ahmad, S., Zulkurnain, N., &Khairushalimi, F. (2016). Assessing the Validity and Reliability of a Measurement Model in Structural Equation Modeling (SEM). British Journal of Mathematics & Computer Science, 15(3), 1–8. https://doi.org/10.9734/BJMCS/2016/25183
Al, M. (2020). The Effect of E-HRM on the Human Resources Flexibility in the Organization Analytical research of the opinions of a sample of Iraqi university staff. Solid State Technology, 63(6).
Al-Hawary, S. I. ., & Al-Namlan, A. . (2018). Impact of Electronic Human Resources Management on the Organizational Learning at the Private Hospitals in the State of Qatar. Global Journal of Management and Business Research: A Ad-ministration and Management, 18(7), 1–11.
Al-Hawary, S. I., & Nusair, W. (2017). Impact of Human Resource Strategies on Perceived Organizational Support at Jor-danian Public Universities. Global Journal of Management and Business Research: A Administration and Management, 17(1), 68–82.
Al-Hawary, S. I. S., & Obiadat, A. A. (2021). Does mobile marketing affect customer loyalty in Jordan?. International Journal of Business Excellence, 23(2), 226-250.
Al-Hawary, S. I. S., Mohammad, A. S., Al-Syasneh, M. S., Qandah, M. S. F., & Alhajri, T. M. S. (2020). Organisational learning capabilities of the commercial banks in Jordan: do electronic human resources management practices matter?. International Journal of Learning and Intellectual Capital, 17(3), 242-266.
Al-Hawary, S. I., & Al-Syasneh, M. S. (2020). Impact of dynamic strategic capabilities on strategic entrepreneurship in presence of outsourcing of five stars hotels in Jordan. Business: Theory and Practice, 21(2), 578-587.
Al-Lozi, M., Almomani, R. Z., & Al-Hawary, S. I. (2017). Impact of Talent Management on Achieving Organizational Ex-cellence in Arab Potash Company in Jordan. Global Journal of Management and Business Research: A Administration and Management, 17(7), 15–25.
Al-Lozi, M., Almomani, R. Z., & Al-Hawary, S. I. (2018). Talent Management strategies as a critical success factor for ef-fectiveness of Human Resources Information Systems in commercial banks working in Jordan. Global Journal of Management and Business Research: A Administration and Management, 18(1), 30–43.
Alsoufi, A., Alsuyihili, A., Msherghi, A., Elhadi, A., Atiyah, H., Ashini, A., ... & Elhadi, M. (2020). Impact of the COVID-19 pandemic on medical education: Medical students’ knowledge, attitudes, and practices regarding electronic learn-ing. PloS one, 15(11), e0242905.
Attatsitsey, M., & Osei-Bonsu, N. (2021). Assessing the impact of information technology on human resource practices: evidence from organisations in Ghana. International Journal of Information Technology and Management, 20(1-2), 5-20.
Barclay, D. W., Thompson, R. & Higgins, C. (1995). The partial least squares (PLS) approach to causal modeling: person-al computer adoption and use an illustration. Technology Studies, 2(2), 285-309.
Bondarouk, T. and Ruël, H. (2009). Electronic human resource management: challenges in digital era. The International Journal of Human Resource Management, 20(3), 505-514.
Bondarouk, T., Ruël, H., & van der Heijden, B. (2009). E-HRM effectiveness in a public sector organization: a multi-stakeholder perspective. The International Journal of Human Resource Management, 20(3), 578-590.
Brooke Jr, P. P., & Price, J. L. (1989). The determinants of employee absenteeism: An empirical test of a causal model. Journal of occupational psychology, 62(1), 1-19.
de Leeuw, E., Hox, J., Silber, H., Struminskaya, B., & Vis, C. (2019). Development of an international survey attitude scale: Measurement equivalence, reliability, and predictive validity. Measurement Instruments for the Social Sciences, 1(1), 9. https://doi.org/10.1186/s42409-019-0012-x
Ensher, E.A., Nielson, T.R., & Grant-Vallone, E. (2002). Tales, from the hiring line: effects of the internet and technology on HR processes. Organizational Dynamics, 31(3), 224-44.
Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career development international, 7(4), 243-251.
Hair, J. F., Babin, B. J., & Krey, N. (2017). Covariance-Based Structural Equation Modeling. Journal of Advertising, 46(1), 163–177. https://doi.org/10.1080/00913367.2017.1281777
Howard, M. C. (2018). The convergent validity and nomological net of two methods to measure retroactive influences. Psychology of Consciousness: Theory, Research, and Practice, 5(3), 324–337. https://doi.org/10.1037/cns0000149
Ibrahim, A. M., Usman, B. U. & Bagudu, M. W. (2013). Employee Turnover and Its Effects on Organizational Productivi-ty of State Owned Institutions in Niger State: (An Impediment to Achieving Vision 20:2020 in Niger State). Journal of Business and Organizational Development, 5(2).
Jam, M., & Jamal, W. N. (2020). Impact of Green Human Resources Management Practices on Organizational Sustaina-bility and Employee Retention: An Empirical Study Related to Educational Institutions. iRASD Journal of Manage-ment, 2(1), 38-48.
Johnson, R. D., & Gueutal, H. G. (2011). Transforming HR through technology: The use of E-HR and HRIS in organiza-tions. Society for Human Resource Management Effective Practice Guidelines Series. Alexandria, VA.
Kariznoee, A. &Afshani, M. &Moghadam, M. R. H.(2012). The Examine of effect of E-HRM on employee’s job perfor-mance. Advanced Research in Economic and Management Sciences (AREMS), 6, 275-282.
Khan, I. A. (2020). Electronic learning management system: Relevance, challenges and preparedness. Journal of Emerging Technologies and Innovative Research, 7(5), 471-480.
Khashman, A. M., & Al-Ryalat, H. A. (2015). The impact of electronic human resource management (E-HRM) practices on business performance in Jordanian telecommunications sector: The employees perspective. Journal of Management Research, 7(3), 115-129.
Lengnick-Hall, M. L., & Moritz, S. (2003). The impact of e-HR on the Human Resource Management Function. Journal of Labor Research, 24(3), 365-379.
Metabis, A., & Al-Hawary, S. I. (2013). The Impact of Internal Marketing Practices on Services Quality of Commercial Banks in Jordan. International Journal of Services and Operations Management, 15(3), 313–337.
Mohammad, A. A., Alshura, M.S.,Al-Hawary, S. I. S., Al-Syasneh, M. S., & Alhajri, T. M. (2020). The influence of Inter-nal Marketing Practices on the employees’ intention to leave: A study of the private hospitals in Jordan. International Journal of Advanced Science and Technology, 29(5), 1174–1189.
Moilanen, T. (2013). The consequences of e-HRM on line managers. Master’s Thesis: Lappeenranta University of Tech-nology.
Mondy, R. W. (2010). Human resources management. 11th ed., Upper Saddle River: NJ: Prentice Hall.
Moussa, N. B., & El Arbi, R. (2020). The impact of Human Resources Information Systems on individual innovation ca-pability in Tunisian companies: The moderating role of affective commitment. European Research on Management and Business Economics, 26(1), 18-25.
Muqaddim, N., & Hosain, M. S. (2021). E-HRM Practices and Operational Efficiency: Evidence from Bangladeshi Gar-ment Industry. Asian Journal of Economics, Business and Accounting, 80-95.
Parry, E., & Tyson, S. (2008). An Analysis of the Use and Success of Online Recruitment Methods in the Uk. Human Re-source Management Journal, 18(3), 257-257
Rahoo, L. A., Khan, S. A., Khan, M. A., Khan, K., & Memon, M. (2020). Analysis of green HR practices in information technology industries of Pakistan. International Journal of Disaster Recovery Business Continuty, 11, 2105-2113.
Rimkeviciene, J., Hawgood, J., O’Gorman, J., & De Leo, D. (2017). Construct Validity of the Acquired Capability for Sui-cide Scale: Factor Structure, Convergent and Discriminant Validity. Journal of Psychopathology and Behavioral As-sessment, 39(2), 291–302. https://doi.org/10.1007/s10862-016-9576-4
Rastogi, A., & Srivastava, G. (2017). E-HRM: Emerging HR practices in private banks. International Journal of Engineer-ing and Management Research (IJEMR), 7(3), 111-116.
Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill-building approach (Seventh edition). Wiley.
Shamout, M., Elayan, M., Rawashdeh, A., Kurdi, B., & Alshurideh, M. (2022). E-HRM practices and sustainable competi-tive advantage from HR practitioner’s perspective: A mediated moderation analysis. International Journal of Data and Network Science, 6(1), 165-178.
Shi, D., Lee, T., &Maydeu-Olivares, A. (2019). Understanding the Model Size Effect on SEM Fit Indices. Educational and Psychological Measurement, 79(2), 310–334. https://doi.org/10.1177/0013164418783530
Singh, S., & Nath, D. (2020). An Assessment in the Green HRM Practices With Job Satisfaction and Its Impact on Organi-sational Commitment. International Journal of Management, 11(9).
Sohail, A., Hussain, A., & Riaz, A. (2020). ASSESSMENT OF E-HRM PRACTICES AND ITS FUNCTIONS AMONG BANKING SECTOR OF EMERGING ECONOMIES. Journal of Social Research Development, 1(2), 144-154.
Strohmeier, S. (2007). Research in E-HRM: Review and implications. Human Resource Management Review, 17, 19–37.
Sung, K.-S., Yi, Y. G., & Shin, H.-I. (2019). Reliability and validity of knee extensor strength measurements using a port-able dynamometer anchoring system in a supine position. BMC Musculoskeletal Disorders, 20(1), 1–8. https://doi.org/10.1186/s12891-019-2703-0
Swaroop, K. R. (2012). E-HRM and how it will reduce the Cost in Organization. Asia Pacific Journal of Marketing & Management Review, 1(4), 133-139.
Wang, Y. A., &Rhemtulla, M. (2021). Power Analysis for Parameter Estimation in Structural Equation Modeling: A Dis-cussion and Tutorial. Advances in Methods and Practices in Psychological Science, 4(1), 1–17. https://doi.org/10.1177/2515245920918253
Zafar, J. (2010). The role of information technology in the personnel department: HRM in the knowledge economy. Cana-dian Social Science, 6(5), 54–59.