Companies increasingly rely on individuals' skills, enthusiasm, and creativity, all the while striving to fully embrace digitalization as an integral aspect of the business. Technological mediation has altered the design and functionality of work, although the Information Systems (IS) literature about human resource management (HRM) provides little empirical evidence of the synergy between the two fields. To shed light on how these interlinked systems generate performance gains, we draw on the sociotechnical perspective to propose the concept of as an explicit recognition of the fusion and integration of HR processes and digital technologies. This paper also theorizes and empirically demonstrates that a digital HR strategy improves organizational performance. The model is empirically tested using archival data from a sample of 351 firms.

中文翻译：

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数字化人力资源战略：概念化、理论发展及其对企业绩效影响的实证检验


公司越来越依赖个人的技能、热情和创造力，同时努力将数字化作为业务的一个组成部分。尽管有关人力资源管理（HRM）的信息系统（IS）文献几乎没有提供这两个领域之间协同作用的经验证据，但技术中介已经改变了工作的设计和功能。为了阐明这些相互关联的系统如何产生绩效收益，我们利用社会技术的角度提出了概念，作为对人力资源流程和数字技术融合和集成的明确认识。本文还从理论上和实证上证明了数字化人力资源战略可以提高组织绩效。该模型使用 351 家公司样本的档案数据进行了实证检验。