Scientific databases have been used to search published papers on e-HRM, such as Web of Science and Scopus. Searches were refined using keywords (e.g. e-HRM, e-HRM adoption, Digitalization, Use behavior, User acceptance, Performance, Ease of use, Social influence, Facilitating conditions, Digital Human Resources). Papers were selected according to their citation score, downloaded and reviewed by both authors. Relevant papers cited in the selected collection were targeted and included in the literature review in consecutive searches.
2.1. e-HRM in Management Research
Electronic human resources management (e-HRM) is not a completely new concept, it has been used since the early 1990s, when the concept of e-commerce and globalization spread to the business world (Lepak & Snell, 1998; Olivas-Lujan, Ramírez & Zapata-Cantu, 2007).
The term e-HRM is commonly used, but there is still no globally accepted definition. Similar terms are also used such as: web-based HR (Walker, 2001), virtual HR management, HR intranet, HR management information systems and HR portals (Bondarouk et al., 2004).
A first proposed definition of e-HRM is a way of implementing HRM strategies, policies and practices in organizations through the conscious and directed support of and with the full use of web technology (Bondarouk et al., 2004). The same authors extend their e-HRM definition to describe an internet-based information technology that reaches all employees, at all levels within an organization (Bondarouk et al., 2004).
The application of web-based technologies to the human resource functions combines two elements, namely the use of electronic media and the active participation of people in the process. People are the drivers behind the technology. They make use of technology helping organizations to save administration costs, improving employee communication and satisfaction, providing real time access to information, while at the same time reducing processing time (Hawking, Stein & Foster, 2004).
This has led to its growing use within organizations as the intersection between HR management and information technology management (Bondarouk et al., 2004).