Unlock the black box of remote e-working effectiveness and e-HRM practices effect on organizational commitment

Abstract

AbstractOrganizations realizes that, after COVID-19, remote e-working will be the new working arrangement for a sizable portion of their workforce. In light of this, this study attempted to unlock the black box of remote e-working effectiveness and e-HRM practices by theoretically and empirically establishing the path by which they may deliver value to the business. Accordingly, the study investigates the effects of remote e-working and e-HRM practices on organizational commitment via the mediation of job satisfaction. The data used for this research were collected from 273 participants from 25 commercial banks in Jordan using self-administrated electronic questionnaire. The PLS-SEM method was used to analyze the data. The results supported the study hypotheses revealing that e-HRM practices positively affect remote e-working effectiveness by enabling a real-time information based communication, interactive work environment, e-training, and e-performance appraisal. The findings show that since it gives employees more control over how much time they devote to work and family life, remote e-working improves employee focus levels while they are working from home. Their satisfaction is therefore increased. Furthermore, Job satisfaction is significant predictors of whether remote work enhances organizational commitment. A satisfied e-worker will feel more emotionally connected to the organization and more obligated remain in the organization. Our research provides evidence that remote e-working effectiveness and e-HRM practices have an effect on organizational commitment and this relationship becomes stronger when it mediated by Job satisfaction. Conclusion, limitations, and future research directions are included.

Keywords

• e-HRM practices
• remote e-working
• remote e-working effectiveness
• job satisfaction
• organizational commitment