Impact of technological change, employee competency, and law compliance on digital human resource practices: Evidence from congo telecom

In today's fiercely competitive and rapidly evolving telecommunications sector, technological change is a critical driver of organizational survival and success. This research delves into how organizations can harness technological advancements to enhance human resource management and optimize service delivery, ultimately bolstering productivity and performance. Drawing on theoretical frameworks including the Resource-Based View (RBV) theory, Human Capital Theory, and the Job Characteristics Model, this study examines the impact of technological change on digital HR practices. Data were collected from 110 employees at Congo Telecom in Brazzaville, Republic of Congo, using stratified random sampling. Employing the PLS-SEM methodology through SmartPLS, the analysis reveals that technological change exerts a direct and positive influence on digital HR practices and employee attitudes. Additionally, it uncovers the positive effects of employee competency, employee attitudes, and law compliance on digital HR practices. Notably, employee attitudes are found to partially mediate the relationship between technological change and digital HR practices. This study thus contributes theoretically by integrating various concepts from different disciplines such as marketing, innovation, human resources, and telecommunication to investigate the impact of technological change on digital HR practices.