The Impact of Electronic Human Resource Management onBusiness Performance: The Mediate Moderate Model

This paper will focus on the role played by the electronic human resource management (E-HRM) in ‎business performance using a combined mediate-moderate model. The study examines the immediate ‎effect of E-HRM practices on the outcome and measures the mediating force that strengthens the ‎relationship and the moderating force that changes the strength of the relationship. There were five ‎hypotheses that were formulated to explain the role of E-HRM in enhanced performance in digitally ‎inclined and fast-paced trading environment. The research design used was the quantitative descriptive ‎method of study, where 387 valid responses were obtained by distributing 500 questionnaires. The ‎results show that E-HRM is positively related to the performance of the business, and the mediating ‎construct enhances the impact since it increases the strength of internal processes associated with digital ‎workflow, decision accuracy, and consistency of operations. The moderating variable also has an effect ‎on the relationship as it increases or decreases effectiveness of E-HRM based on the degree of the ‎moderating variable within the trading environment. This study benefits the literature that exists by ‎presenting E-HRM as a resource that can facilitate the progress of performance by digital structuring, ‎better responsiveness, and operational alignment. It further highlights the concurrent nature of the role of ‎mediation and moderation in creating flexibility and business lasting leverage. The limitations and future ‎study directions are provided in the conclusion‎.