Using information technology, a growing number of companies have adopted a digital approach to human resource management (i.e., e-HRM). This meta-analytic review systematically integrates research on the antecedents, consequences, and moderators of e-HRM. Our results show that system usefulness, organizational resources, users' knowledge, and social influence could facilitate the adoption of e-HRM; in addition to the technology, organization, and people factors, the social factor can also predict e-HRM adoption and has incremental validity in predicting e-HRM adoption after controlling for the other three factors. Further, the findings indicate that e-HRM positively relates to the overall organizational performance as well as three specific organizational performance categories and that the predictive power of e-HRM for organizations' operational performance is significantly higher than that for their relational performance and transformational performance. Furthermore, the findings also show that the positive link between e-HRM and organizational performance is stronger in countries with higher ICT development levels and countries with lower human capital quality. The theoretical and practical implications for future research and e-HRM practitioners are discussed.

利用信息技术，越来越多的公司采用数字化方法进行人力资源管理（即电子人力资源管理）。这篇荟萃分析综述系统地整合了关于 e-HRM 的前因、后果和调节因素的研究。我们的结果表明，系统有用性、组织资源、用户知识和社会影响力可以促进电子人力资源管理的采用；除了技术、组织和人员因素外，社会因素还可以预测电子人力资源管理的采用，在控制其他三个因素后，社会因素在预测电子人力资源管理采用方面具有增量效度。此外，研究结果表明，电子人力资源管理与整体组织绩效以及三个特定的组织绩效类别正相关，并且电子人力资源管理对组织的预测能力 运营绩效明显高于其关系绩效和转型绩效。此外，研究结果还表明，在 ICT 发展水平较高的国家和人力资本质量较低的国家，电子人力资源管理与组织绩效之间的正向联系更强。讨论了对未来研究和电子人力资源管理从业者的理论和实践意义。