| Issues surrounding human resource management continue to present challenges for both scholars and practitioners. Grounded on Kahn's person-role theory, the purpose of this study was to quantitatively examine the extent to which employee perceived usefulness of electronic human resource management, or e-HRM, (as measured by the e-HRM Factor Scale) practices correlates to employee engagement (as measured by the Utrecht Work Engagement Scale). Data collection consisted of a survey of 160 employees within a small-sized business of the United States technology industry. Using Spearman's rho to analyze the data, the results yielded no significant association between employee perceived usefulness of e-HRM and employee engagement. Further analysis within demographic groups revealed a difference in correlation strength between the two variables among male and female participants. While analysis did not yield statistically significant results, there is a great value derived from understanding the absence of correlation as organizations work to affect employee engagement and operate more strategically. Answering the call for further research on employee engagement and the strategic contributions of HR activities, this study expanded the academic body of knowledge within the area of Strategic Human Resource Management. |
