Table 8 Appendix—Summary of scales

Employee perception:

17

1

Performance expectancy

PEREX 1: e-HRM aids in accomplishment of work

PEREX 2: Using e-HRM improves productivity

PEREX 3: My duties are performed in a more suitable way with e-HRM

2

Effort expectancy

EFFEX 1: The use of e-HRM is understandable and less difficult

EFFEX 2: High efforts are not required to use e-HRM

EFFEX 3: The use of e-HRM requires less knowledge of new skills

EFFEX 4: The use of e-HRM can easily be learned

3

Facilitating condition

FACONS 1: Vital resources are provided by the organization (hardware, software, and finance) related to e-HRM use

FACONS 2: Employees are provided with the requisite knowledge in relation to e-HRM use

FACONS 3: The use of e-HRM in the organization is supported by qualified team

FACONS 4: Help desk is provided by the organization for issues related to e-HRM use

FACONS 5: Essential systems in the organization are compatible with e-HRM use

4

Social influence

SOCINF 1: If my work partner uses e-HRM, then I will also use it

SOCINF 2: My partner is of the belief that we should use e-HRM

SOCINF 3: My intention to use e-HRM was influenced by its usage in other public institutions

SOCINF 4: My partner is of the belief that the use of e-HRM is important for our work

SOCINF 5: Our organization supports e-HRM

COVID-19 practices

COVPRAC 1: GRA has a crises plan for pandemics

4

COVPRAC 2: Unexpected decisions were taken to ensure best practices of human resource deployment

COVPRAC 3: Work routine was re-strategized to ensure safety

COVPRAC 4: There were imposed restrictions on my work

Electronic human resource management (e-HRM) practices:

16

1

Operational e-HRM

OPEHRM 1: Payroll services have been available electronically

OPEHRM 2: Personal data been made available electronically

2

Relational e-HRM

RELEHRM 1: Potential employees are attracted through the use of internet

RELEHRM 2: Job description and vacancy are done online

RELEHRM 3: Recruitment processes are done online

RELEHRM 4: Test for potential employees is done online

RELEHRM 5: Training programs are placed on the internet

RELEHRM 6: Performance feedback is done electronically

RELEHRM 7: Employee participation in beneficial programs is tracked online

RELEHRM 8: Software programs are used to evaluate employees’ performance

RELEHRM 9: Performance records are kept on HR information systems assisted by the internet for easy retrieval

3

Transformational e-HRM

TRANSEHRM 1: Data on employees are collected, stored, and updated electronically

TRANSEHRM 2: Collection, restoration, and update of data on skills of employees are done electronically

TRANSEHRM 3: Collection, restoration, and update of data on competence of employees and access to data are done electronically

TRANSEHRM 4: Career guidance system that is computer based

TRANSEHRM 5: Risk information such as occupational disease, accident, and disabilities to employees are computerized and made accessible to employees

Electronic HRM adoption (EHRMADO)

EHRMADOP 1: e-HRM has been adopted as a national innovation strategy

4

EHRMADOP 2: Most human resource activities are done electronically due to the capacity of GRA to invest and absorb risk in using the system

EHRMADOP 3: e-HRM has been adopted to realize the organizational strategies of GRA due to management support

EHRMADOP 4: GRA activities are accessible online to meet global and local demands