The effect of electronic human resource management on electronic human resource management macro-level consequences: the role of perception of organizational politics.

Purpose: The purpose of this paper is to investigate the mediating role of perceived organizational politics on the relationship between electronic human resource management (e-HRM) use and e-HRM macro-level consequences. Design/methodology/approach: The paper uses a cross-sectional survey of HR professionals, line managers and information technology specialists. A purposive stratified sampling technique is employed. The analyses of data make use of regression and process macro in SPSS analysis. Findings: The effect of e-HRM use on e-HRM macro-level consequences is partially mediated by perceived organizational politics. Practical implications: Organizations can invest in e-HRM use alongside other HR practices such as, emotional intelligence training, to reduce the negative effects of perceived organizational politics and in the process enhance employee attitudes and performance. Originality/value: The study enriches the scope through which the interaction between e-HRM use and perceived organizational politics is viewed. The study was conducted in Zimbabwe, demonstrating that the indirect effect of e-HRM use on e-HRM macro-level consequences is not limited to developed economies. [ABSTRACT FROM AUTHOR]