Analyzing the relationship between electronic human resource management (e-HRM) and organizational innovation and talent management

Subject Areas : Education

afsane ahmadi moghadam ¹ , محبوبه سلیمان پور عمران ²

1 - کارشناسی ارشد مدیریت آموزشی ، واحد بجنورد، دانشگاه آزاد اسلامی ، بجنورد، ایران
2 - استادیار گروه مدیریت آموزشی ،واحد بجنورد، دانشگاه آزاد اسلامی ، بجنورد، ایران

Received: 2017-01-06 Accepted : 2019-03-06 Published : 2019-02-20

Keywords: Organizational Innovation, Talent Management, Electronic human resource management (e-HRM),

Abstract :

The purpose of this study is analyzing the relationship between electronic human resource management (e-HRM) and organizational innovation and talent management in Bojnourd Department of Education. This study was an applied and descriptive survey and the method was correlational. The statistical population of the study was 397 school principals of Bojnourd that in regard with the purpose of the study 196 of principals were selected through stratified random sampling . The data collection tools were questionnaire electronic human resource management، talent management and organizational innovation. The reliability of the questionnaire of this study by using Cronbach's alpha coefficient for all three questionnaires was respectively 0.74، 0.71 and 0.68. Descriptive and inferential statistics such as Pearson correlation (correlation matrix table)، t-test، and hierarchical regression analysis were used to analyze the data. The results of the research findings for the main hypothesis showed that there is a significant relationship between electronic human resource management and talent management (0.30) and organizational innovation (0.41) (although it is weak but it is a significant relationship). Regression analysis also indicated that talent management (β=0.34) and organizational innovation (β=0.37) generally have the ability to predict electronic human resource management managers (about 28%). In other words، electronic human resource management (sample) is relatively good and principals (sample) had a weak organizational innovation.

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