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The influence of electronic human resource management on employee's proactive behavior: based on the job crafting perspective

Published online by Cambridge University Press:  02 August 2021

Lulu Zhou
Southeast University, Nanjing, China
Zhihong Chen
Nanjing University, Nanjing, China
Jin Li*
Nanjing Normal University, Nanjing, China
Xufan Zhang
Nanjing Normal University, Nanjing, China
Feng Tian
University of Newcastle, Newcastle, Australia
*Corresponding author. E-mail:


As a new management reform adapting the development of the times, electronic human resource management (E-HRM) covers all possible integration mechanisms and contents between HRM and Information Technologies. E-HRM promotes employees' subject status with the network characteristics of openness and cooperation. Taking the theory of work adjustment as the instruction, this research studies the adaptive process induced by reconstructing the sense of matching when employees experience the reform, along with the influence of E-HRM on employee's initiative behavior from the perspective of job crafting. In total, 706 employees and their supervisors were investigated with matched questionnaire survey. The results show that: (1) E-HRM can stimulate employees' personal initiative behavior; (2) task crating, relational crafting and cognitive crafting as three dimensions of employees' job crafting, mediate the effect of E-HRM on personal initiative behavior and (3) the self-development motivation of employees' internet use plays a positive moderating role, steering self-oriented job crafting in the positive direction which conforms to the organizations' expectation.

Research Article
© Cambridge University Press and Australian and New Zealand Academy of Management 2021

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