E-HRM's Influence on Diversity and Inclusion: The Mediating Role of Organizational Culture and Employee Digital Engagement

Abstract

Aim: The study investigated the impact of E-HRM on diverts and inclusion and with focus on the role of organisational culture and employee digital involvement serving as mediators.

Methodology: Quantitative research as the data was collected through 387 employees from IT sector Islamabad, Pakistan. Collected data through questionnaire was analysed using Smart PLS as Confirmatory Factory Analysis (CFA), and Structural Equation Modeling (SEM) were used.

Findings: A positive relationship between E-HRM and diversity and inclusion was discovered (β = 0.662) which was mediated by company culture (β = 0.293) and employee digital engagement (β = 0.276). The study discovered that electronic human resource management promotes diversity and inclusion when combined with a positive business culture and significant employee digital involvement. Diversity and inclusion can be promoted through E-HRM solutions that improve employee digital engagement, culture, and diversity and inclusion goals.

Recommendations and Implications: Organizations must provide training and support to employees and management on E-HRM tools, as well as diversity and inclusion. You should consider inclusive communication and unconscious prejudice. In the future, however, researchers may look into other elements that could reduce the diversity and inclusion benefits of electronic human resource management. The study's findings can help businesses foster diversity and inclusion by addressing injustice, bias, and discrimination.