To read this content please select one of the options below:

Digital transformation in human resources management and work-at-home

Nhat Tan Pham (School of Business, International University, Ho Chi Minh City, Vietnam and Vietnam National University, Ho Chi Minh City, Vietnam)
Vo Thi Ngoc Thuy (Department of Board Director, Hoa Sen University, Ho Chi Minh City, Vietnam)
Nguyen Hai Quang (University of Economics and Law, Ho Chi Minh City, Vietnam and Department of Business Administration, Ho Chi Minh City University of Industry and Trade, Ho Chi Minh City, Vietnam)
Tran Hoang Tuan (Department of Human Resources Management, University of Labour and Social Affairs (CSII), Ho Chi Minh City, Vietnam and School of Business, International University, Ho Chi Minh City, Vietnam)
Nguyen Hong Uyen (Department of Business Administration, University of Economics and Law, Ho Chi Minh City, Vietnam and Vietnam National University, Ho Chi Minh City, Vietnam)

The Bottom Line

ISSN: 0888-045X

Article publication date: 4 September 2024

188

Abstract

Purpose

Based on the ability, motivation and opportunity (AMO) theory, this study aims to investigate the role of digital human resources management (digital-HRM) practices in influencing hotel employee behaviors, especially their adoption of work-at-home (WAH).

Design/methodology/approach

The study was conducted in two stages in hotels in Vietnam. Stage 1 used a mixed method to develop an instrument to measure digital-HRM practices. In Stage 2, through a survey of 303 respondents, the research investigated digital-HRM practices’ additive and interactive effects on WAH.

Findings

The study shows that digital-HRM comprised five factors. Except for digital recruitment, the other digital-HRM practices significantly affected WAH. In addition, the research suggests that digital training and employee involvement should be combined to enhance employee willingness for WAH.

Research limitations/implications

Drawing on the AMO theory, this study constructs a digital-HRM measurement scale to study the antecedents and consequences of these practices to improve employees’ digital work efficiency. In addition, through both additive and combinative (a two-way interaction) models, the study enhances the HRM and hotel management theory by understanding why digital-HRM practices are essential to boost employees’ digital competencies to adopt remote working.

Practical implications

By investigating the role of digital-HRM practices in improving employees’ adoption of WAH, this study provides empirical implications for hotels to manage digital-HRM practices better and thus makes remote working effective.

Originality/value

The existing literature reveals the lack of a deep understanding of how HRM practices can promote digital devices and services and their influence on employee behaviors, especially in the hotel sector. To the best of the authors’ knowledge, this study is unique in extending the AMO theory into the digital context to illuminate components of digital-HRM practices and clarify how digitalizing HRM practices can motivate hotel employees to accept WAH.

Keywords

Acknowledgements

This research is funded by the University of Economics and Law, Vietnam National University Ho Chi Minh City.

Citation

Pham, N.T., Ngoc Thuy, V.T., Hai Quang, N., Tuan, T.H. and Uyen, N.H. (2024), "Digital transformation in human resources management and work-at-home", The Bottom Line, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/BL-07-2022-0111

Publisher

:

Emerald Publishing Limited

Copyright © 2024, Emerald Publishing Limited

Related articles