{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,3,26]],"date-time":"2026-03-26T18:50:13Z","timestamp":1774551013954,"version":"3.50.1"},"reference-count":107,"publisher":"Emerald","issue":"2","license":[{"start":{"date-parts":[[2018,3,5]],"date-time":"2018-03-05T00:00:00Z","timestamp":1520208000000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/www.emerald.com\/insight\/site-policies"}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":["JEIM"],"published-print":{"date-parts":[[2018,3,5]]},"abstract":"<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Purpose<\/jats:title>\n<jats:p>The purpose of this paper is to investigate the factors influencing the implementation of electronic human resource management (e-HRM) in Bangladesh government organisations. Recent research evidence has shown that e-HRM played a significant role in enhancing the performance of human resource (HR) departments in private sector organisations. While similar practices are expected from government domain, there is no empirical research evidence to support this proposition. Given the significant technological advancements today, e-HRM as a strategic tool has grown to encompass seamless functionality to support organisations in providing tactical capability, reducing cost and continuous service improvement as well as the quality of service delivery. Although several private and public sector organisations have implemented e-HRM, its application within government domain in developing regions is limited. This can be attributed to the bureaucratic nature of public sector organisation, which are often slow to adopt changes.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Design\/methodology\/approach<\/jats:title>\n<jats:p>The study adopts a qualitative and multiple case study research approach.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Findings<\/jats:title>\n<jats:p>The findings provide insights into the myth surrounding the lack of and slow implementation of e-HRM among public sector organisation in developing economies but also serve as empirical data for further research.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Research limitations\/implications<\/jats:title>\n<jats:p>The low level in the number of public organisations that have implemented e-HRM applications in developing countries may be responsible for the dearth of empirical studies in this area. The dearth of empirical studies and the need to understand the factors that influence the implementation of e-HRM in public sector organisations led the authors to investigate the factors influencing the implementation of e-HRM in public sector organisation.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Practical implications<\/jats:title>\n<jats:p>Findings from two case organisations exhibit that such an approach contributes towards more healthy and robust decisions for e-HRM implementation and specifies that it is acceptable by the case study organisations. The findings from this research can serve as a source of understanding the particular context in which the study was undertaken. Moreover, it should serve as a catalyst for understanding organisations in similar socio-politico and economic context.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Originality\/value<\/jats:title>\n<jats:p>This research advances and contributes to the body of knowledge as it examines factors influencing the implementation of e-HRM in Bangladesh public sector organisations and proposes a model for e-HRM implementation in government organisations in developing economies. The e-HRM implementation research presented in this paper extends recognised standards for e-HRM implementation, by bringing together influential factors \u2013 benefits, barriers and risks, thus, enabling government organisations in developing nations to produce more vigorous proposals for e-HRM implementation.<\/jats:p>\n<\/jats:sec>","DOI":"10.1108\/jeim-05-2017-0066","type":"journal-article","created":{"date-parts":[[2018,1,19]],"date-time":"2018-01-19T07:27:38Z","timestamp":1516346858000},"page":"247-275","source":"Crossref","is-referenced-by-count":49,"title":["Factors influencing E-HRM implementation in government organisations"],"prefix":"10.1108","volume":"31","author":[{"given":"Mushfiqur","family":"Rahman","sequence":"first","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]},{"given":"Chima","family":"Mordi","sequence":"additional","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]},{"given":"Uzoechi","family":"Nwagbara","sequence":"additional","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]}],"member":"140","reference":[{"key":"key2020093012001959000_ref078","article-title":"The role of leadership in organizatinal change: relating the successful organizational change with visionary and innovative leadership","year":"2010"},{"issue":"2","key":"key2020093012001959000_ref079","first-page":"31","article-title":"Impact of human resource management practices on job satisfaction: evidence from manufacturing firms in Bagladesh","volume":"LXII","year":"2010","journal-title":"Economics Science Series"},{"issue":"2","key":"key2020093012001959000_ref001","first-page":"1","article-title":"Human resource information systems (HRIS)-Its role and importance in business competitiveness","volume":"1","year":"2012","journal-title":"Gian Jyoti E-Journal"},{"issue":"2","key":"key2020093012001959000_ref080","first-page":"25","article-title":"Adoption of human resource information systems innovations in Pakistani organizations","volume":"4","year":"2013","journal-title":"Journal of Quality and Technology Management"},{"issue":"2","key":"key2020093012001959000_ref081","doi-asserted-by":"publisher","first-page":"179","DOI":"10.1016\/0749-5978(91)90020-T","article-title":"The theory of planned behavior","volume":"50","year":"1991","journal-title":"Organizational Behavior and Human Decision Processes"},{"issue":"17","key":"key2020093012001959000_ref002","article-title":"Determinants of the implementation level of electronic human resources management (E-HRM) in Jordanian shareholding companies","volume":"8","year":"2012","journal-title":"European Scientific Journal"},{"key":"key2020093012001959000_ref004","volume-title":"Armstrong\u2019s Handbook of Strategic Human Resource Management","year":"2016","edition":"6th ed."},{"key":"key2020093012001959000_ref005","article-title":"Perception of effectiveness of human resources information system by branch managers in Kenya commercial bank Ltd","year":"2013"},{"key":"key2020093012001959000_ref092","volume-title":"Employment Law (HR Fundamentals)","year":"2014"},{"key":"key2020093012001959000_ref007","first-page":"53","article-title":"The importance of using human resources information systems (HRIS) and a research on determining the success of HRIS\u201d","year":"2012"},{"issue":"4","key":"key2020093012001959000_ref008","first-page":"435","article-title":"A study of issues and challenges of implementation of information technology in HRM","volume":"3","year":"2013","journal-title":"Global Journal of Management and Business Studies"},{"issue":"3","key":"key2020093012001959000_ref009","doi-asserted-by":"crossref","first-page":"539","DOI":"10.1108\/PR-09-2014-0207","article-title":"Modes of integration of human resource management practices in multinationals","volume":"45","year":"2016","journal-title":"Personnel Review"},{"key":"key2020093012001959000_ref010","first-page":"4","article-title":"Application of human resource information system in the firms of Bangladesh and its strategic importance","year":"2013"},{"key":"key2020093012001959000_ref083","doi-asserted-by":"crossref","unstructured":"Bondarouk, T. 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