08 Chapter 5

5.
1 INTRODUCTION
This fifth chapter examines the reliability of the attitudinal measure towards e-
HRM usage. Factor analysis, regression analysis, cluster analysis and anova are used to
measure the validity of the research questions. Structural model of the research is also
shown at the end of the chapter.
ASCERTAIN e-HRM CLIMATE, FACTORS PREVAILING IN IT

COMPANIES
5.2 FACTORS OF CLIMATE OF E-HRM
After a look at the National and International literature narrating to the practices of
e-HRM, the researcher generated 15 variables in Likert's 5-point scale. These scales have
to be methodically shortened into an underline structure in the form of factors. Therefore,
the researcher applied factor analysis, the principal component method and the following
results are obtained.
Table 5.1
KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling
.858
Adequacy.
Bartlett's Test of Approx. Chi-Square 3214.728
Sphericity df 105
Sig. .000
Source: Computer data
The above-consolidated table it is concluded that the kmo measure of sampling

adequacy is0.858, Bartlett's test of sphere city with approximate chi-square value
3214.728, p=0.000 are statistically significant @ 5% level. This implies the 15 variables
are normally distributed and they can be reduced to form a certain number of an
underlying structure. This leads to the verification of individual variances has shown in the
communalities below.
163
Table 5.2
Communalities
Initial Extraction
C-1 1.000 .399
C-2 1.000 .528
C-3 1.000 .579
C-4 1.000 .526
C-5 1.000 .512
C-6 1.000 .631
C-7 1.000 .624
C-8 1.000 .687
C-9 1.000 .661
C-10 1.000 .651
C-11 1.000 .731
C-12 1.000 .588
C-13 1.000 .453
C-14 1.000 .523
C-15 1.000 .535
This leads to the verification of individual variances has shown in the
commonalities that the 15 variables have their variances ranging from 0.399 to 0.731 this
implies the 15 variables have their variance springing from 39.9% to 73.1% which is
statistically significant. The no. of factors extracted from the variables are given as
follows.
Table 5.3
Total Variance Explained
component Initial Eigenvalues Rotation Sums of Squared Loadings
Total % of Cumulative Total % of Cumulative
variance % variance %
1 5.650 37.667 37.667 3.344 22.292 22.292
2 1.620 10.801 48.467 2.758 18.388 40.680
3 1.358 9.051 57.518 2.526 16.838 57.518
4 .866 5.771 63.289
5 .771 5.142 68.432
6 .735 4.897 73.329
7 .682 4.550 77.879
8 .567 3.779 81.657
9 .540 3.601 85.258
10 .470 3.133 88.391
11 .439 2.929 91.320
12 .407 2.716 94.036
13 .347 2.311 96.347
14 .306 2.042 98.389
15 .242 1.611 100.000
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The 15 variables are reduced to 3predominant factors with cumulative variance
57.518%. The HR factors have individual variances 22.292%, 18.388%, and 16.838%
respectively.
This leads to a further identification of variable loadings for the factors derived
from the rotated component matrix. The first factor consists of 6 variables
C-1 (0.687)
C-2 (0.539)
C-5 (0.524)
C-6 (0.723)
C-9 (0.777)
C-12 (0.764)
Therefore, this factor can be named as Report analysis.
The application of any technology enabled managers and employees to have direct
access to HR and other workplace services for the message, routine reporting, team
management and learning in addition to managerial presentations. HR functions are
becoming available electronically or done through the internet. The technology can also be
used for creating forms, evaluating and reporting on the results of performance reviews of
the employees of an organization.
Second factor consists of six variables

C-3 (0.682)
C-4 (0.709)
C-10 (0.570)
C-13 (0.454)
C-14 (0.534)
C-15 (0.654)
Therefore, this factor can be counted as People management.
People management is manages people development, their work activities and their
performance with the goal of optimizing efficient use of an ability. Attentions on
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explaining and directing employees' and perceiving this as the key to the organizational
success. Involves planning for the growth of others, directs activities, training others and
meticulously addressing performance matters and conflicts, both at the individual and
organizational level. It contains the skill to assign and disperse human investment in the
utmost efficient manner, so to support and developing business needs.
The third factor consists of 2 variables

C-8 (0.811)
C-11 (0.820)
Therefore, this factor can be count Segregation and retrieval.
It is a process of gathering, loading, reclaiming, and authenticating data required

by an organization about its employees. With the help of e-HRM technology, the storage
of information is being enhanced as per the organization requirement. It also enables HR
management to retrieve the data with the advanced search engines.
5.3 INFLUENCE OF e-HRM CLIMATE OVER OUTCOME OF e-

HRM PRACTICES
The factor analysis by a principal component method derived three factors of e-

HRM climate namely report analysis, people management, segregation & Retrieval. In this
case, e-HRM climate is measured as independent variables and outcome are considered as
a dependent variable. Therefore, a linear multiple regression analysis is applied to
independent and dependent factors and the following results are obtained.
5.3.1INFLUENCE OF E-HRM CLIMATE ON OUTCOME-1. REPORT ANALYSIS
The submission of regression analysis on e-HRM climate and dependent factor outcome
derived the following result.
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Table 5.4
Regression of climate over outcome

Adjusted R Std. Error of
Model R R Square Square the Estimate
a
1 .508 .258 .254 .61815
The above-consolidated table initiates that R2 = 0.258, it is implying that e-HRM

climate creates 25.8% create influence on the outcome factor Report analysis. This leads
to the verification of regression fit has shown in the following ANOVA table.
Table 5.5
ANOVAa
Sum of
Model Squares df Mean Square F Sig.
1 Regression 72.705 3 24.235 63.424 .000b
Residual 209.396 548 .382
Total 282.101 551
From the above table it is found that F=63.424, P= 0.000 are statistically
significant @ 5% level. This implies there is a very good relationship that exists between
e-HRM climate and outcome. The individual influence of the e-HRM climate are also
determined the following co-efficient table.
Table 5.6
Coefficientsa
Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 1.612 .193 8.373 .000
Report
.343 .055 .298 6.182 .000
analysis
People
.241 .041 .271 5.920 .000
management
Segregation
-.004 .040 -.004 -.102 .919
& Retention
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It is also found that standardized coefficient (β=0.298, t=6.182, P=0.000), e-HRM
climate 2 (β= 0.271, t=5.920, P=0.000), are statistically significant @ 5% level.
Therefore, it can be concluded that the process of organizing data into informational
summaries in order to monitor how different areas of a business are performing.
The employee practices of exploring data and reports in order to extract expressive
identifications, which can be used to find understanding and advance business
performance is analysis, Lengnick-Hall, M.L. & S. Moritz (2003). That will influence the
outcome of the employee's performance in the organization. E-HRM is the complete
integration of all HR systems and processes based on common HR data and information
and on interdependent tools and procedures, appropriately established e-HRM could offer
the data accumulating tools, analysis capabilities and decision support resources for HR
specialists to appoint, reimburse, stimulate, dismiss, allocate, improve, appraise and
reward employee Sels, L. (2006).
5.3.2 INFLUENCE OF E-HRM CLIMATE ON OUTCOME-

2. PEOPLE MANAGEMENT
The application of regression analysis on e-HRM climate and dependent factor
outcome derived the following result.
Table 5.7
Regression between climate on outcome

1 .580a .337 .333 .63371
The above-consolidated table establishes that R2 = 0.337, it is implying that e-

HRM climate creates 33.7% create influence on the outcome factor people management.
This leads to the verification of regression fit has shown in the following ANOVA table.
168
Table 5.8
ANOVAa
Sum of
1 Regression 111.828 3 37.276 92.822 .000b
Residual 220.070 548 .402
Total 331.898 551
It is also found that F=92.822, P= 0.000 are statistically significant @ 5% level.

This implies there is a very good relationship that exists between e-HRM climate and
outcome. The individual influence of the e-HRM climate are also determined the
following coefficient table.
Table 5.9
Coefficientsa
1 (Constant) 1.020 .197 5.170 .000
Report
-.040 .057 -.032 -.704 .482
analysis
People
managemen .183 .042 .190 4.388 .000
t
Segregation
.581 .041 .528 14.104 .000
& Retrieval
The standardized coefficient (β=0.190, t=4.388, P=0.000), e-HRM practices 2 (β=

0.528, t=14.104, P=0.000), are statistically significant @ 5% level. Therefore, it can be
concluded that Mingers, J. (2003), e-HR suggests documents vital to realize Human
Resource procedures. These may be essential employee database and payroll systems but
can also extended to include such systems as e-recruitment, e-learning, e-performance
management.
Buckley, P.K. Minette, D. Joy & J. Michaels (2004) presents the concept of e-
Human Resource Management as an integral knowledge organization part, defines several
use cases for technological e-HRM support, and drafts the combination of these into a
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universal e-HRM approach, the Human Resource department can concentrate more on the
qualitative tasks in personnel planning like coaching and consulting.
By sharing information and being knowledgeable business partners are able to act
more productively to maintain the relationship over time. That is, relationship intensity
can create a competitive advantage through the strategic sharing of an organization‘s key
information.
5.3.3 INFLUENCE OF E-HRM CLIMATE ON OUTCOME-

3. SEGREGATION & RETRIEVAL
The application of regression analysis on e-HRM climate and dependent factor

outcome derived the following result.
Table 5.10
Regression of climate on outcome

1 .529a .280 .276 .67830
From the above-consolidated table it is found that R2 = 0.280, it is implying that e-HRM
climate creates 28% of influence on the outcome factor segregation & retrieval. This leads
to the verification of regression fit has shown in the following ANOVA table.
Table 5.11
ANOVAa
Sum of
1 Regression 98.184 3 32.728 71.133 .000b
Residual 252.131 548 .460
Total 350.315 551
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The table also shows that F=71.133, P= 0.000 are statistically significant @ 5%
level. This implies there is a very good relationship that exists between e-HRM climate
and outcome. The individual influence of the e-HRM climate are also determined the
following coefficient table.
Table 5.12
Coefficientsa
1 (Constant) 1.299 .211 6.151 .000
Report
-.053 .061 -.041 -.871 .384
analysis
People
managemen .118 .045 .119 2.636 .009
t
Segregation
.578 .044 .511 13.103 .000
& Retrieval
From the above table it is establish that standardized coefficient (β=0.119, t=2.636,
P=0.009), e-HRM climate (β= 0.511, t=13.103, P=0.000), are statistically significant @
5% level.
Therefore, it can be concluded that the modern Human Resource Information

System may be defined as a computer-based method for assembling, storing, supporting,
collecting certain data necessary by an organization about its employees, applicants, and
former employees Wall, T.D(2004).
Kovach, K.A., A.A. Hughes, P. Fagan & P.G. Maggitti (2002): It states that "a
Human Resource Information System is a systematic procedure for accumulating,
retaining and authorizing data needed by an organization about its human assets,
employees activities, and organization unit characteristics".
5.4ASSOCIATION BETWEEN CLUSTER CLIMATE OF E-HRM

AND PERSONAL AND ORGANIZATIONAL VARIABLE OF AN
EMPLOYEE IN IT COMPANIES
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1. The crosstab between the cluster of climate and total no. of employees is identified
through the crosstab table as presented below.
Table 5.13
Cluster between climate and total no. of employees

climate TOTAL NUMBER OF
EMPLOYEES:
1.00 2.00 3.00 Total
Ideal employees Count 135 32 17 184
% within climate 73.4% 17.4% 9.2% 100.0%
Gregarious Count 268 41 22 331
employees % within climate 81.0% 12.4% 6.6% 100.0%
Stressed Count 37 0 0 37
Total Count 440 73 39 552
% within climate 79.7% 13.2% 7.1% 100.0%
From the above-consolidated table, it is established that 73.4% of ideal employees

are found in the companies. With the employees' strength less than 1000, 12.4% of
gregarious employees are found in the companies with the employees' strength 1001-5000,
only 0% of stressed employees are distributed over the companies with the total no. of
employees' strength 5001 and above. This leads to the association verification has shown
in the following chi square test table.
Table 5.14
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Pearson Chi-Square 14.316a 4 .006
Likelihood Ratio 21.380 4 .000
Linear-by-Linear
10.735 1 .001
Association
N of Valid Cases 552
From the above table it is found that Pearson chi-square equal to 14.316, P=0.006
are statistically significant at 5% level. Therefore, it can be decided that there is an
association between the climate of e-HRM and total no. of employees in the IT companies.
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E-HRM practiced in the large and medium size of IT companies. The readiness
and feasibility of implementing e-HRM are dependent on the availability of resources
(aptitude, monetary, and nominal resources) and the attitude of the employees.
There is a positive relationship between climate and attitude of employees towards

e-HRM. Employee satisfaction is a subjective evaluation of the various uses of
experiences of an information system based on a pleasant/unpleasant extension. It is
widely accepted that satisfaction with IT as an indicator of IT usage which is viewed as a
vital driver of IT success. This analysis emphasized that high satisfaction often results in
favorable behavioral intentions while low satisfaction leads to unfavorable behavioral
intentions.
2. The crosstab between the cluster of climate and gender is identified through the
crosstab table as presented below.
Table 5.15
Cluster between climate and gender

GENDER:
climate 1.00 2.00 Total
Ideal employees Count 132 52 184
% within climate 71.7% 28.3% 100.0%
Gregarious Count 200 131 331
employees % within climate 60.4% 39.6% 100.0%
Stressed Count 21 16 37
Total Count 353 199 552
% within climate 63.9% 36.1% 100.0%
The above-consolidated table ascertains that 71.7% of ideal employees are male,
39.6% of gregarious employees are found in the companies are female, only 43.2% of
stressed seekers are female. This leads to the association verification has shown in the
following chi square test table.
173
Table 5.16
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
6.876 1 .009
Association
From the above table it is located that Pearson chi-square equal to 7.459, P=0.024
are statistically significant at 5% level. Therefore, it can be concluded that there is an
association between the climate of e-HRM and gender of employees in the IT companies.
E-HRM technologies are providing the fastest data analysis. The latest applications are
fast enough in processing the data company as well as the employees.
These system acts as dynamism for male employees as they can ascertain the result
in a quicker way. E-HRM applications reduced the work of human interference in few
stages and provide the transparent system in criticism rectified, in which the female
employees can have faith and move forward without any obstacles. Female employees in
IT companies have expressed that segregation of responsibilities is not being taken care by
the e-HRM applications.
3. The crosstab between the cluster of climate and age is identified through the
Table 5.17
Cluster between climate and age

AGE:
climate 1.00 2.00 3.00 4.00 Total
Ideal employees 67 100 13 4 184
% within
36.4% 54.3% 7.1% 2.2% 100.0%
climate
Gregarious employees 127 163 38 3 331
% within
38.4% 49.2% 11.5% 0.9% 100.0%
climate
174
Stressed employees 14 15 8 0 37
% within
37.8% 40.5% 21.6% 0.0% 100.0%
climate
Total
208 278 59 7 552
Count
% within
37.7% 50.4% 10.7% 1.3% 100.0%
climate
From the above-consolidated table it is placed that 36.4% of ideal employees are
established in the companies in the age group of below 25years, 49.2% of gregarious
employees are found in the companies in the age group of 25-35, and only 0% of stressed
employees are spread over the companies in the age group of 45 and above. This leads to
the association verification has shown in the following chi square test table.
Table 5.18
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
.190 1 .663
Association
It is traced that Pearson chi-square equal to 10.085, P=0.121 are statistically

insignificant at 5% level. Therefore, it can be resoluted that there is no association
between the climate of e-HRM and age of employees in the IT companies.
4. The crosstab between the cluster of climate and educational qualification is

identified through the crosstab table as presented below.
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Table 5.19
Cluster between climate and educational qualification

5. EDUCATIONAL
QUALIFICATION:
climate 1.00 2.00 Total
Ideal employees Count 132 52 184
% within climate 71.7% 28.3% 100.0%
Gregarious Count 227 104 331
Stressed Count 29 8 37
% within climate 70.3% 29.7% 100.0%
From the above-consolidated table it is found that 71.7% of ideal employees are originated
in the companies with the educational qualification of computer science, 31.4% of
gregarious employees are established in the companies with the educational qualification
of Non-computer science, and only 21.6% of stressed employees are spread over the
companies with the educational qualification Non-computer science. This leads to the
association verification has shown in the following chi square test table.
Table 5.20
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
.003 1 .958
Association
It is drawn that Pearson chi-square equal to 1.808, P=0.405 are statistically

insignificant at 5% level. Hence, it can be ascertained that there is no association between
the climate of e-HRM and educational qualification of employees in the IT companies.
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5. The crosstab between the cluster of climate and designation is identified through
the crosstab table as presented below.
Table 5.21
Cluster between climate and designation

6. DESIGNATION
climate 1.00 2.00 3.00 Total
% within climate 6.0% 53.3% 40.8% 100.0%
Total Count 31 322 199 552
% within climate 5.6% 58.3% 36.1% 100.0%
From the above-consolidated table, it initiate that 6% of ideal employees are found in the
companies in the designation of Top level, 61% of gregarious employees are found in the
companies in the designation of middle level, 29.7% of stressed employees are dispersed
over the companies in the designation of junior level. This leads to the association
verification has shown in the following chi square test table.
Table 5.22
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
2.546 1 .111
Association
From the above table it is drawn that Pearson chi-square equal to 5.291, P=0.259
are statistically insignificant at 5% level. Hence, it can be ascertained that there is no
177
association between the climate of e-HRM and designation of employees in the IT
companies.
6. The crosstab between the cluster of climate and experience is identified through
Table 5.23
Cluster of climate and experience

HOW LONG HAS YOU ARE OPERATED
IN YOUR COMPANY
% within climate 65.8% 9.8% 24.5% 100.0%
Total Count 383 47 122 552
% within climate 69.4% 8.5% 22.1% 100.0%
From the above-consolidated table it is initiate that 65.8% of ideal employees are
initiate in the companies with experience of less than or equal to 5 years, 8.2% of
gregarious employees are found in the companies with experience of 6-10 years,
24.3% of stressed employees are distributed over the companies in the experience of 11-
15 years. This leads to the association verification has shown in the following chi square
test table.
Table 5.24
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
.876 1 .349
Association
178
It is described that Pearson chi-square equal to 2.252, P=0.689 are statistically
insignificant at 5% level. Hence, it can be exposed that there is no association between the
climate of e-HRM and experience of employees in the IT companies.
7. The crosstab between the cluster of climate and annual package is identified in the
Table 5.25
Cluster of climate and annual package

YOUR ANNUAL PAY PACKAGE/ CTC
(Cost to the Company) Rs.
% within climate 47.8% 21.7% 30.4% 100.0%
Total Count 253 143 156 552
% within climate 45.8% 25.9% 28.3% 100.0%
From the above-consolidated table it is initiate that 47.8% of ideal employees are
found in the companies with the annual package of less than or equal to 3 Lakhs, 26.3%
of gregarious employees are establishing in the companies with pay of 3-5 Lakhs, 29.7%
of stressed employees are dispersed over the companies with the of above 5 Lakhs. This
leads to the association verification has shown in the following chi square test table.
Table 5.26
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
.397 1 .529
Association
179
It is denoted that Pearson chi-square equal to 9.187, P=0.057 are statistically
insignificant at 5% level. Hence, it can be exposed that there is no association between the
climate of e-HRM and an annual package of employees in the IT companies.
MEASURE THE E-HRM OUTCOMES WITHIN THE IT

ORGANIZATION
5.5 FACTORS OF OUTCOME OF E-HRM
After reviewing the National and International research article pertaining to

objectives of e-HRM. The researcher generated 10 variables in Likert's 5-point scale.
These scales have to be systematically reduced to an underline structure in the form of
factors. Therefore, the researcher applied factor analysis, the principal component method
and the following results are obtained.
Table 5.27
KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling
.756
Adequacy.
Bartlett's Test of Approx. Chi-Square 1439.279
Sphericity df 45
Sig. .000
The above-consolidated table it is found that the kmo measure of sampling

adequacy is 0.756, Bartlett's test of sphericity with approximate chi-square value
1439.279, p=0.000 are statistically significant @ 5% level. This implies the 10 variables
are normally distributed and they can be reduced to form a certain number of an
underlying structure. This leads to the verification of individual variances has shown in the
communalities below.
180
Table 5.28
Communalities
Initial Extraction
OU-1 1.000 .415
OU-2 1.000 .707
OU-3 1.000 .662
OU-4 1.000 .709
OU-5 1.000 .672
OU-6 1.000 .515
OU-7 1.000 .627
OU-8 1.000 .681
OU-9 1.000 .470
OU-10 1.000 .510
It is found that the 10 variables have their variances ranging from 0.415 to 0.709
this implies the 10 variables have their variances ranging from 41.5% to 70.9% which is
statistically significant. The no. of factors extracted from the variables are given as
follows.
Table 5.29
Total Variance Explained

component Initial Eigenvalues Rotation Sums of Squared Loadings
Total % of Cumulative Total % of Cumulative
variance % variance %
1 3.513 35.129 35.129 2.324 23.238 23.238
2 1.436 14.363 49.492 2.190 21.902 45.141
3 1.020 10.198 59.690 1.455 14.549 59.690
4 .933 9.332 69.022
5 .744 7.436 76.459
6 .608 6.085 82.544
7 .540 5.398 87.941
8 .507 5.067 93.008
9 .384 3.837 96.846
10 .315 3.154 100.000
From the above table, it is also found that the 10 variables are reduced to 3
predominant factors with cumulative variance 59.690%. The three factors have individual
variances 23.238%, 21.902%, and 14.549% respectively.
181
This leads to a further identification of variable loadings for the factors derived
from the rotated component matrix. The first factor consists of 5 variables.
OU-1 (0.578)
OU-5 (0.795)
OU-6 (0.597)
OU-9 (0.661)
OU-10 (0.492)
Therefore, this can be counted as Suggestions and Implementations.
For an implementation of a new structure, it is essential to know about the pros and
cons of such system. The comment about the merits will lead to the advancement of
technology on the other hand suggestion on the demerits will leads to rectification and
execution.
The second factor consists of 3 variables

OU-4 (0.750)
OU-7 (0.737)
OU-8 (0.806)
Therefore, this factor can be counted as Generate Alternatives
As a strategy, management should generate alternates to execute as and when a

market scenario is changed or any problem faced by an organization, observing and noting
the complexities between opposing ideas to create new alternatives that arise from the
advantage of having many possible solutions.
The third factor consists of 2 variables

OU-2 (0.810)
OU-3 (0.652)
Therefore, this factor can be counted as Technology upgradation
As new technologies are established and executed, there is a vital requirement to

promote present employee skills and awareness. It involves continuous transformation and
Upgradation in the skill sets of employees as well as hiring employees with required
182
abilities and experiences. Thus, building confidence to ongoing staffing and training
procedures from HR department is much effective.
5.6 ASSOCIATION BETWEEN CLUSTER OUTCOME OF E-HRM

AND PERSONAL AND ORGANIZATIONAL VARIABLE OF AN
EMPLOYEE IN IT COMPANIES
1. The crosstab between the cluster of outcome and total no. of employees is
identified through the crosstab table as presented below.
Table 5.30
Cluster between outcome and personal variables

TOTAL NUMBER OF
EMPLOYEES:
Less than Above
Outcomes 1000 1001-5000 5000 Total
Meticulous Count 89 8 5 102
employees % within Outcomes 87.3% 7.8% 4.9% 100.0%
Technology Count 277 58 23 358
oriented employees % within Outcomes 77.4% 16.2% 6.4% 100.0%
Gratified Count 74 7 11 92
Total Count 440 73 39 552
% within Outcomes 79.7% 13.2% 7.1% 100.0%
From the above-consolidated table, it is established that 87.3% of meticulous

employees are found in the companies. With the employees' strength less than 1000,
16.2% of technology-oriented employees are found in the companies with the employees'
strength 1001-5000, only12% of gratified employees are distributed over the companies
with the total no. of employees' strength 5001 and above. This leads to the association
verification has shown in the following chi square test table.
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Table 5.31
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
2.858 1 .091
Association
It is found that Pearson chi-square equal to 11.805, P=0.019 are statistically

significant at 5% level. Therefore, it can be decided that there is an association between
the outcome of e-HRM and total no. of employees in the IT companies.
The success of the organization depends on the extent to which it shapes its
internal structuring by taking into account the limitations imposed by their environment. In
other words, it has to be "fit" between "micro" and "macro" environmental factors or
variables and organizational structure in such a way that the ideal outcome is obtained.
Additionally, because e-HRM provides easy access to HR data and facilitates classifying
and reclassifying of data, it also entails a quick and transparent system. Further, it can be
deducted that e-HRM facilitates a highly positive organizational culture through a higher
internal profile for HR. Among the other advantages is the integral support is provided for
the management of human resources and other basic support processes within the
company decentralizing the HR tasks.
2. The crosstab between the cluster of outcome and gender is identified through the
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Table 5.32
Cluster between outcome and gender

GENDER:
Outcomes male female Total
Meticulous Count 63 39 102
employees % within Outcomes 61.8% 38.2% 100.0%
Technology Count 224 134 358
oriented employees % within Outcomes 62.6% 37.4% 100.0%
Gratified Count 66 26 92
% within Outcomes 63.9% 36.1% 100.0%
From the above-consolidated table, it is ascertained that 61.8% of meticulous employees

are male, 37.4% of technology-oriented employees are found in the companies are female,
only 28.3% of gratified employees are female. This leads to the association verification
has shown in the following chi square test table.
185
Table 5.33
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
1.972 1 .160
Association
It is placed that Pearson chi-square equal to 2.928, P=0.231 are statistically

insignificant at 5% level. Therefore, it can be concluded that there is no association
between the outcome of e-HRM and gender of employees in the IT companies.
3. The crosstab between the cluster of outcome and age is identified through the
Table 5.34
Cluster of outcome and age

AGE:
Outcomes Below 25 25-35 35-45 Above 45 Total
Meticulous Count 36 47 19 0 102
employees % within Outcomes 35.3% 46.1% 18.6% 0.0% 100.0%
Technology Count 132 188 35 3 358
oriented employees % within Outcomes 36.9% 52.5% 9.8% 0.8% 100.0%
Gratified Count 40 43 5 4 92
employees % within Outcomes 43.5% 46.7% 5.4% 4.3% 100.0%
Total Count 208 278 59 7 552
% within Outcomes 37.7% 50.4% 10.7% 1.3% 100.0%
From the above-consolidated table it is placed that 35.3% of meticulous employees

are established in the companies in the age group of below 25years, 52.5% of technology-
oriented employees are establishing in the companies in the age group of 25-35, only 4.3%
of gratified employees are spread over the companies in the age group of 45 and above.
This leads to the association verification has shown in the following chi square test table.
186
Table 5.35
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
1.681 1 .195
Association
It is traced that Pearson chi-square equal to 19.343, P=0.004 are statistically

significant at 5% level. Therefore, it can be resolute that there is an association between
the outcome of e-HRM and age of employees in the IT companies.
The view of the employee at every stage will be different. As and when the
employee joins as fresher, he will have a new suggestion for innovative ideas. Whereas the
implementation of suggestion is after analyzing the key factors of a new idea.
Employees between 25-35 age group have experienced with the existing system
and upgrade the tools with latest technologies required for the company's growth. The 3rd
age group employees are the traditional way of workers, they have been trained and
believed that the latest technologies are not secure enough and easy to use by various
employees in the same age group.
4. The crosstab between the cluster of outcome and educational qualification is identified
187
Table 5.36
Cluster between outcome and educational qualification

EDUCATIONAL
QUALIFICATION:
Computer Non-computer
Outcomes science science Total
Meticulous Count 61 41 102
Technology Count 263 95 358
oriented % within Outcomes
73.5% 26.5% 100.0%
employees
Gratified Count 64 28 92
% within Outcomes 70.3% 29.7% 100.0%
From the above-consolidated table it is found that 59.8% of meticulous employees

are originated in the companies with the educational qualification of computer science,
26.5% of technology-oriented employees are established in the companies with the
educational qualification of Non-computer science, and only 28% of gratified employees
are spread over the companies with the educational qualification Non-computer science.
Table 5.37
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
2.480 1 .115
Association

significant at 5% level.
188
Hence, it can be ascertained that there is an association between the climate of e-
HRM and educational qualification of employees in the IT companies. It implies that a
person who is knowledgeable can perform better tasks that require those latest
technologies. It has accepted that electronic-based tools will easier the way of work.
It is equally important that the successful e-HRM implement is based on the

employees who are trained in computer science. For those are not trained properly in
computer science, in-spite of various benefits of e-HRM applications they may suggest the
bitter side of the system.
5. The crosstab between the cluster of outcome and designation is identified through
Table 5.38
Cluster between outcome and designation

DESIGNATION
Middle Junior
Outcomes Top level level level Total
Total Count 31 322 199 552
% within Outcomes 5.6% 58.3% 36.1% 100.0%
From the above-consolidated table, it is initiate that 7.8% of meticulous employees

are found in the companies in the designation of a Top level, 57.5% of technology-
oriented employees are found in the companies in the designation of middle level, 46.7%
of gratified employees are dispersed over the companies in the designation of junior level.
189
Table 5.39
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
11.624 1 .001
Association

significant at 5% level. Hence, it can be ascertained that there is an association between
the climate of e-HRM and designation of employees in the IT companies.
Sustainable ideas should be welcomed from all employees irrespective of their

designation which will encourage their interest to make the best use of applying their
abilities. The HR team wants to make the administration to generate a participative work
atmosphere where the employees are free to put up their ideas on e-HRM issues since they
are the ones who in reality are responsible for implementing the ethical corporate behavior
in the day-to-day life of the organization. This means the achievement of e-HRM
outcomes will largely depend on employees' willingness to collaborate.
6. The crosstab between the cluster of outcome and experience is identified through
Table 5.40
Cluster between outcome and experience
HOW LONG HAS YOU ARE OPERATED
IN YOUR COMPANY
Less than Above 10
Outcomes 5years 6 to 10 years years Total
Total Count 383 47 122 552
% within Outcomes 69.4% 8.5% 22.1% 100.0%
190
From the above table it is initiate that 76.5% of meticulous employees are initiate
in the companies with experience of less than or equal to 5 years, 10.1% of technology-
oriented employees are found in the companies with experience of 6-10 years, 40.2% of
gratified employees are distributed over the companies in the experience of 11-15 years.
Table 5.41
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
13.312 1 .000
Association
It is described that Pearson chi-square equal to 23.200, P=0.000 are statistically

significant at 5% level. Hence, it can be exposed that there is an association between the
climate of e-HRM and experience of employees in the IT companies.
Many of the employees were considered since they could plausibly influence
feelings and experiences about technology and consequently the appreciation of e-HRM
systems in managing the working relationship.
Employees working for more than 6 years have experienced the company's work
style and will be supporting the improvement of the company by technically upgrading the
existing system component to meet the competition. The most experienced employees can
even amylase the issues before they arise, as such they can analyze the problem and
suggest the better way to resolve the issues.
7. The crosstab between the cluster of outcome and an annual package is identified
191
Table 5.42
Cluster between outcome and annual package

YOUR ANNUAL PAY PACKAGE/ CTC
(Cost to the Company) Rs.
Less than
Outcomes 3lakhs 3-5 lakhs Above 5 lakhs Total
Total Count 253 143 156 552
% within Outcomes 45.8% 25.9% 28.3% 100.0%
From the above consolidated table it is initiate that 47.1% of meticulous employees
are found in the companies with the annual package of less than or equal to 3Lakhs, 27.4%
of technology-oriented employees are establishing in the companies with pay of 3-5
Lakhs, 42.4% of gratified employees are dispersed over the companies with the of above 5
Lakhs. This leads to the association verification has shown in the following chi square test
table.
Table 5.43
Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Linear-by-Linear
3.918 1 .048
Association
It is denoted that Pearson chi-square equal to 11.234, P=0.024 are statistically

significant at 5% level. Hence, it can be exposed that there is an association between the
climate of e-HRM and an annual package of employees in the IT companies.
192
E-HRM system helps the HR managers in reviewing forms directly; reviewing
employee salary; bonus ratings and recording of employee absence. This information
enters directly into the system instead of submitting paper-based forms to the HR
department. Finally, HR professionals can make good strategic planning for the
department. E-HRM system can also be used for HR appraisals and compensation
planning. HR employees can make their own decisions by electronically selecting their
preferred benefits and rewards. Hence the HR managers can then use the E-compensation
system to make decisions regarding salary administration or changes, bonuses, and
rewards for both employees and leaders.
5.7 THE INFLUENCE OF TECHNOLOGICAL PROFILE OF EMPLOYEES ON

THEIR PERCEPTION AND ITS EFFECTIVENESS:
5.7.1 ANOVA INFLUENCE OF PERSONAL AND ORGANIZATIONAL

VARIABLES OF EMPLOYEES ON e-HRM OBJECTIVES, PRACTICES,
CLIMATE, AND OUTCOME
The researcher derived the four factors of e-HRM objectives namely Decision
making, cost-effectiveness, safety & Security measures, stakeholder satisfaction, three
factors of e-HRM practices namely organizational development, team management,
motivation & retention, factors of e-HRM climate namely report analysis, people
management, segregation & retrieval, factors of e-HRM outcome namely suggestion &
implementation, Generate alternatives, Technology upgradation. These factors considered
as dependent variables and personal & organizational variables of employees consider as
independent variables.
The influence of independent variables on the dependent factors is ascertained

through one-way analysis of variance has shown in the following table.
193
Table 5.44
Degree Total no. of

Derivation Of Derivation employees
1 Freedom 2 F Sig.
Stake holders satisfaction
4.1771 2 2.089 4.641 .010 1001-5000
247.040 549 .450
251.217 551
Suggestion & implementation
5.229 2 2.615 5.185 .006 1001-5000
276.872 549 .504
282.101 551
Generate alternatives
8.184 2 4.092 6.939 .001 1001-5000
323.714 549 .590
331.898 551
Technology upgradation
4.763 2 2.381 3.783 .023 1001-5000
345.552 549 .629
350.315 551
From the above table it is found that stakeholder satisfaction (F= 4.641, P=0.010,
m=3.9452), suggestion & implementation (F=5.185, P=0.006, m= 4.1096), Generate
alternatives (F=6.939,P=0.001, m=4.0000), Technology upgradation (F=3.783, P=0.023,
m= 3.8904), are statistically significant @ 5% level.
Therefore, it can be concluded that the total no. of employees in IT companies are
very essential to determine objectives, practices, climate, and outcome of e-HRM
practices. This leads to mean comparison as shown in the descriptive table.
194
Table 5.45
Descriptive
95% Confidence
Interval for
Mean
Std. Std. Lower Upper Minim Maxim
N Mean Deviation Error Bound Bound um um
Stakeholder 1.00 440 3.7000 .66545 .03172 3.6376 3.7624 1.50 5.00
satisfaction 2.00 73 3.9452 .72439 .08478 3.7762 4.1142 2.00 5.00
3.00 39 3.6282 .62532 .10013 3.4255 3.8309 2.00 5.00
Total 552 3.7274 .67523 .02874 3.6709 3.7838 1.50 5.00
Suggestion & 1.00 440 3.8568 .74930 .03572 3.7866 3.9270 1.00 5.00
implementation 2.00 73 4.1096 .51537 .06032 3.9893 4.2298 3.00 5.00
3.00 39 4.0769 .54457 .08720 3.9004 4.2535 3.00 5.00
Total 552 3.9058 .71553 .03045 3.8460 3.9656 1.00 5.00
Generate 1.00 440 3.7170 .76961 .03669 3.6449 3.7892 2.00 5.00
alternatives 2.00 73 4.0000 .71200 .08333 3.8339 4.1661 2.00 5.00
3.00 39 3.4615 .84592 .13546 3.1873 3.7358 2.00 5.00
Total 552 3.7364 .77612 .03303 3.6715 3.8013 2.00 5.00
Technology 1.00 440 3.6818 .80354 .03831 3.6065 3.7571 1.00 5.00
upgradation 2.00 73 3.8904 .61377 .07184 3.7472 4.0336 2.50 5.00
3.00 39 3.4744 .95936 .15362 3.1634 3.7853 1.00 5.00
Total 552 3.6947 .79736 .03394 3.6281 3.7614 1.00 5.00
It is found that the employees in the IT companies with 1001 - 5000 employees
(m=3.9452) strongly agree for stake holder satisfaction as very important objective for e-
HRM practices.
The impact of independent variables on the dependent factors is determined

through one-way analysis of variance has exposed in the following table.
195
Table 5.46
Degree
Derivation
Derivation 1 of F Sig. Gender
2
Freedom
4.341 1 4.341 11.498 .001 male
Decision making 207.623 550 .377
211.963 551
From the above table it is establish that decision making (F= 11.498, P=0.001,
m=3.9334) is statistically significant @ 5% level. Therefore, it can be determined that the
gender specification in IT companies are very vital to determine objectives, practices,
climate, and outcome of e-HRM practices. This leads to mean assessment as shown in the
descriptive table.
Table 5.47
Descriptive
95% Confidence
Interval for Mean
Std. Std. Lower Upper Minim Maximu
N Mean Deviation Error Bound Bound um m
Decision making 1.00 353 3.9334 .60581 .03224 3.8700 3.9968 2.00 5.00
2.00 199 3.7487 .62940 .04462 3.6608 3.8367 1.50 4.50
Total 552 3.8668 .62023 .02640 3.8150 3.9187 1.50 5.00
It is located that the male employees in the IT company (m=3.9334) strongly agree
for decision making as very significant objective for e-HRM practices.
The impact of independent variables on the dependent factors is established

196
Table 5.48
Degree
Derivation Derivation
of F Sig. Gender
1 2
Freedom
Above 45
11.127 3 3.709 7.501 .000
Suggestion & years
implementation 270.975 548 .494
282.101 551
25-35
5.117 3 1.706 2.860 .036
Generate years
alternatives 326.781 548 .596
331.898 551
From the above table it is initiate that suggestion & implementation (F=7.501,
P=0.000, m=4.0714), generate alternatives (F= 2.860, P=0.036, m=3.7896) is statistically
significant @5% level.
Therefore, it can be decided that the age of the employees in IT companies are very
necessary to conclude objectives, practices, climate, and outcome of e-HRM practices.
This leads to mean comparison as shown in the descriptive table.
197
Table 5.49
Descriptives
95% Confidence
Interval for Mean
Std. Std. Lower Upper
N Mean Deviation Error Bound Bound Minimum Maximum
Suggestion &
implementation 1.00 208 3.9111 .67782 .04700 3.8184 4.0037 1.00 5.00
2.00 278 3.9820 .66341 .03979 3.9037 4.0603 2.00 5.00
3.00 59 3.5085 .95363 .12415 3.2600 3.7570 1.50 5.00
4.00 7 4.0714 .44987 .17003 3.6554 4.4875 3.50 5.00
Total 552 3.9058 .71553 .03045 3.8460 3.9656 1.00 5.00
Generate 1.00 208 3.7404 .69672 .04831 3.6451 3.8356 2.00 5.00
alternatives 2.00 278 3.7896 .82807 .04966 3.6918 3.8873 2.00 5.00
3.00 59 3.5339 .76488 .09958 3.3346 3.7332 2.00 5.00
4.00 7 3.2143 .63621 .24046 2.6259 3.8027 2.50 4.00
Total 552 3.7364 .77612 .03303 3.6715 3.8013 2.00 5.00

It is also found that the employees in the age group of above 45 years working in
the IT company strongly agree for suggestion & implementation, age group of 25-35 years
of employees strongly agree for generate alternatives as a very vital outcome for e-HRM
practices.
The effect of independent variables on the dependent factors is founded through

one-way analysis of variance has shown in the following table.
198
Table 5.50
Degree Educational
Derivation
Derivation 1 of
2 F Sig. qualification
Freedom
Non comp
2.759 1 2.759 5.593 .018
Segregation & science
retrieval 271.283 550 .493
274.042 551
2.098 1 2.098 4.121 .043 Compscience
Suggestion &
280.004 550 .509
implementation
282.101 551
From the above table it is found that segregation & retrieval (F= 5.593, P=0.018,
m=3.8171), suggestion and implementation (F=4.121, P= 0.043, m=3.9459) is statistically
significant @ 5% level. Therefore, it can be resolved that the educational qualification of
the employees in IT companies are very necessary to determine objectives, practices,
climate, and outcome of e-HRM practices. This leads to mean assessment as shown in the
descriptive table.
Table 5. 51
Descriptives
95% Confidence
Interval for Mean
Segregation & 1.00 388 3.6624 .69563 .03532 3.5929 3.7318 1.50 5.00
retrieval 2.00 164 3.8171 .71792 .05606 3.7064 3.9278 1.50 5.00
Total 552 3.7083 .70523 .03002 3.6494 3.7673 1.50 5.00
Suggestion & 1.00 388 3.9459 .66349 .03368 3.8797 4.0121 2.00 5.00
implementation 2.00 164 3.8110 .82015 .06404 3.6845 3.9374 1.00 5.00
Total 552 3.9058 .71553 .03045 3.8460 3.9656 1.00 5.00
199
It is establish that the employees belong to educational qualification of Non
computer science, working in the IT company (m=3.8171) strongly agree for segregation
& retrieval employees of computer science are strongly agreed for suggestion and
implementation are a very important climate for e-HRM practices.
The effect of independent variables on the dependent factors is established through

one-way analysis of variance has shown in the following table.
Table 5.52
Degree
Derivation Designation
Derivation 1 of
2 F Sig.
Freedom
4.285 2 2.143 4.763 .009 Junior level
Stakeholders
246.932 549 .450
satisfaction
251.217 551
8.906 2 4.453 8.735 .000 Middle level
Team
279.875 549 .510
management
288.781 551
4.228 2 2.114 3.163 .043 Junior level
Motivation &
366.942 549 .668
Retention
371.170 551
10.005 2 5.002 10.093 .000 Junior level
Suggestion &
272.097 549 .496
implementation
282.101 551
4.826 2 2.413 3.835 .022 Junior level
Technology
345.488 549 .629
upgradation
350.315 551
200
From the above table it is originate that stakeholder satisfaction (F= 4.763,
P=0.009, m=3.8442), team management (F=8.735, P=0.000, m=3.7857), motivation &
retention (F=3.163, P=0.043,m=3.8693), suggestion & implementation (F=10.093,
P=0.000, m=4.0578), Technology upgradation (F=3.835, P=0.022, m=3.7613) are
statistically significant @ 5% level.
Therefore, it can be determined that the designation of employees in IT companies

are very important to conclude objectives, practices, climate, and outcome of e-HRM
practices. This leads to mean judgment as shown in the descriptive table.
Table 5.53
Descriptives
95% Confidence
Interval for Mean
Stakeholder 1.00 31 3.6935 .83344 .14969 3.3878 3.9993 2.00 5.00
satisfaction 2.00 322 3.6584 .69918 .03896 3.5817 3.7350 1.50 5.00
3.00 199 3.8442 .59106 .04190 3.7616 3.9268 2.50 5.00
Total 552 3.7274 .67523 .02874 3.6709 3.7838 1.50 5.00
Team management 1.00 31 3.2258 .64341 .11556 2.9898 3.4618 2.00 4.00
2.00 322 3.7857 .68293 .03806 3.7108 3.8606 1.50 5.00
3.00 199 3.7186 .77114 .05466 3.6108 3.8264 1.50 5.00
Total 552 3.7301 .72395 .03081 3.6695 3.7906 1.50 5.00
Motivation & 1.00 31 3.5161 1.20750 .21687 3.0732 3.9590 1.00 5.00
retention 2.00 322 3.7407 .85943 .04789 3.6465 3.8349 1.00 5.00
3.00 199 3.8693 .65944 .04675 3.7772 3.9615 1.00 5.00
Total 552 3.7745 .82075 .03493 3.7058 3.8431 1.00 5.00
Suggestion & 1.00 31 3.5323 .75206 .13507 3.2564 3.8081 2.00 5.00
implementation 2.00 322 3.8478 .77045 .04294 3.7634 3.9323 1.00 5.00
3.00 199 4.0578 .57113 .04049 3.9779 4.1376 2.00 5.00
Total 552 3.9058 .71553 .03045 3.8460 3.9656 1.00 5.00
Technology 1.00 31 3.3387 .92545 .16622 2.9993 3.6782 1.00 4.50
upgradation 2.00 322 3.6879 .82008 .04570 3.5980 3.7778 1.00 5.00
3.00 199 3.7613 .72444 .05135 3.6600 3.8626 1.50 5.00
Total 552 3.6947 .79736 .03394 3.6281 3.7614 1.00 5.00
201
It is also established that the middle-level designation of employees strongly agrees
for people management, junior level designation of employees in the IT companies
(m=3.8442) strongly agree for stakeholder satisfaction, motivation & retention, suggestion
& implementation and technology upgradation as an essential objective for e-HRM
practices.

Table 5.54
Degree Years of
of
1 2 F Sig. experience
Freedom
Safety & Less than
3.239 2 1.620 3.581 .028
security 5yrs
measures 248.289 549 .452
251.529 551
Organizational Less than
2.779 2 1.389 3.581 .028
development 5yrs
213.000 549 .388
215.779 551
Team Less than
6.501 2 3.250 6.322 .002
management 5yrs
282.280 549 .514
288.781 551
Segregation 3.741 2 1.871 3.800 .023 6-10 yrs
& retrieval 270.300 549 .492
274.042 551
Generate 5.289 2 2.644 4.445 .012 6-10 yrs
alternatives 326.609 549 .595
331.898 551
202
From the above table it is found that safety & security measures (F= 3.581,
P=0.028, m=3.8420), organizational development (F=3.581, P=0.028, m=3.9726), team
management (F=6.322, P=0.002, m=3.7937), segregation & retrieval (F=3.800, P=0.023,
m=3.9468), generate alternatives (F=4.445, P=0.012, m=3.8830) are statistically
significant @ 5% level.
Therefore, it can be determined that the total no. of experience of the employees in
IT companies are very important to decide objectives, practices, climate, and outcome of
e-HRM practices. This leads to mean comparison as shown in the descriptive table.
Table 5.55
Descriptives
95% Confidence
Interval for Mean

Safety & security 1.00 383 3.8420 .65860 .03365 3.7759 3.9082 1.00 5.00
measures 2.00 47 3.5745 .69140 .10085 3.3715 3.7775 1.50 4.50
3.00 122 3.7623 .70773 .06407 3.6354 3.8891 1.00 5.00
Total 552 3.8016 .67564 .02876 3.7451 3.8581 1.00 5.00
Organizational 1.00 383 3.9726 .60314 .03082 3.9120 4.0332 2.00 5.00
development 2.00 47 3.7766 .72087 .10515 3.5649 3.9883 2.00 5.00
3.00 122 3.8402 .64368 .05828 3.7248 3.9555 1.50 5.00
Total 552 3.9266 .62579 .02664 3.8743 3.9789 1.50 5.00
Team management 1.00 383 3.7937 .70841 .03620 3.7226 3.8649 1.50 5.00
2.00 47 3.7340 .66636 .09720 3.5384 3.9297 2.00 5.00
3.00 122 3.5287 .76141 .06894 3.3922 3.6652 1.50 5.00
Total 552 3.7301 .72395 .03081 3.6695 3.7906 1.50 5.00
Segregation & retrieval 1.00 383 3.7089 .69740 .03564 3.6388 3.7789 1.50 5.00
2.00 47 3.9468 .78182 .11404 3.7173 4.1764 1.50 5.00
3.00 122 3.6148 .68269 .06181 3.4924 3.7371 1.50 5.00
Total 552 3.7083 .70523 .03002 3.6494 3.7673 1.50 5.00
Generate alternatives 1.00 383 3.7742 .76527 .03910 3.6973 3.8510 2.00 5.00
2.00 47 3.8830 .80900 .11801 3.6454 4.1205 2.00 5.00
3.00 122 3.5615 .77560 .07022 3.4225 3.7005 2.00 5.00
Total 552 3.7364 .77612 .03303 3.6715 3.8013 2.00 5.00
203
It is establish that the employees in the IT companies with less than 5 years of
experience (m=3.8420) strongly agree for safety & security measures, organizational
development, team management. Employees with experience of 6 to 10 years are strongly
agree for segregation as very important objective for e-HRM practices.
Table 5.56
Degree Annual
of
1 2 F Sig. income
Freedom
Decision making Less than
4.763 2 2.382 6.310 .002
3lakhs
207.200 549 .377
211.963 551
Safety & security measures 3lakhs-
6.985 2 3.492 7.840 .000 5lakhs
244.544 549 .445
251.529 551
Organizational development 3lakhs-
3.161 2 1.581 4.082 .017 5lakhs
212.617 549 .387
215.779 551
Team management 3lakhs-
7.552 2 3.776 7.371 .001 5lakhs
281.229 549 .512
288.781 551
Motivation & retention 3lakhs-
9.376 2 4.688 7.113 .001 5lakhs
361.794 549 .659
371.170 551
Report analysis Less than
2.537 2 1.268 3.291 .038 3lakhs
211.608 549 .385
214.145 551
Segregation & retrieval 3lakhs-
3.859 2 1.930 3.921 .020
5lakhs
270.182 549 .492
274.042 551
Generate alternatives 3lakhs-
4.300 2 2.150 3.603 .028 5lakhs
327.598 549 .597
Total 331.898 551
204
From the above table it is found that decision making (F= 6.310, P=0.002,
m=3.9387), safety &Security measures(F=7.840, P=0.000, m=3.9790),
organizational development(F=4.082,P=0.017, m=3.9930), team management
(F=7.371, P=0.001, m=3.8916), motivation & retention (F=7.113, P=0.001, m=3.9930),
report analysis (F=3.291,P=0.038, m=4.0395), segregation & retrieval (F=3.921, P=0.020,
m=3.8497), generate alternatives (F=3.603, P= 0.028, m=3.8392) are statistically
significant @ 5% level.
Therefore, it can be concluded that the annual income of the employees in IT

companies are very essential to determine objectives, practices, climate, and outcome of e-
HRM practices. This leads to mean comparison as shown in the descriptive table.
205
Table 5.57
Descriptives
95% Confidence
Interval for Mean

Decision making 1.00 253 3.9387 .51099 .03213 3.8755 4.0020 2.50 5.00
2.00 143 3.8986 .75889 .06346 3.7731 4.0241 1.50 5.00
3.00 156 3.7212 .62020 .04966 3.6231 3.8192 2.00 5.00
Total 552 3.8668 .62023 .02640 3.8150 3.9187 1.50 5.00

Safety & security 1.00 253 3.7767 .63818 .04012 3.6977 3.8557 1.00 5.00
measures 2.00 143 3.9790 .68914 .05763 3.8651 4.0929 2.50 5.00
3.00 156 3.6795 .69317 .05550 3.5699 3.7891 1.00 5.00
Total 552 3.8016 .67564 .02876 3.7451 3.8581 1.00 5.00
Organizational 1.00 253 3.9625 .57353 .03606 3.8914 4.0335 2.00 5.00
development 2.00 143 3.9930 .68430 .05722 3.8799 4.1061 2.00 5.00
3.00 156 3.8077 .63870 .05114 3.7067 3.9087 1.50 5.00
Total 552 3.9266 .62579 .02664 3.8743 3.9789 1.50 5.00
Team 1.00 253 3.7352 .71757 .04511 3.6463 3.8240 2.00 5.00
management 2.00 143 3.8916 .65848 .05506 3.7828 4.0005 2.50 5.00
3.00 156 3.5737 .76159 .06098 3.4533 3.6942 1.50 5.00
Total 552 3.7301 .72395 .03081 3.6695 3.7906 1.50 5.00
Motivation & 1.00 253 3.7134 .83089 .05224 3.6106 3.8163 1.00 5.00
retention 2.00 143 3.9930 .77366 .06470 3.8651 4.1209 1.50 5.00
3.00 156 3.6731 .81449 .06521 3.5443 3.8019 1.50 5.00
Total 552 3.7745 .82075 .03493 3.7058 3.8431 1.00 5.00
Report analysis 1.00 253 4.0395 .55135 .03466 3.9713 4.1078 1.50 5.00
2.00 143 3.8741 .76561 .06402 3.7476 4.0007 1.00 5.00
3.00 156 3.9615 .57792 .04627 3.8701 4.0529 1.50 5.00
Total 552 3.9746 .62342 .02653 3.9225 4.0268 1.00 5.00
Segregation & 1.00 253 3.6561 .68308 .04294 3.5715 3.7407 2.50 5.00
retrieval 2.00 143 3.8497 .74832 .06258 3.7259 3.9734 1.50 5.00
3.00 156 3.6635 .68665 .05498 3.5549 3.7721 1.50 5.00
Total 552 3.7083 .70523 .03002 3.6494 3.7673 1.50 5.00
Generate 1.00 253 3.7589 .73542 .04624 3.6678 3.8500 2.00 5.00
alternatives 2.00 143 3.8392 .79524 .06650 3.7077 3.9706 2.00 5.00
3.00 156 3.6058 .80924 .06479 3.4778 3.7338 2.00 5.00
Total 552 3.7364 .77612 .03303 3.6715 3.8013 2.00 5.00
206
It is found that the employees working in the IT companies earning less than 3
Lakhs per annum(m=3.8420) strongly agree for decision making and report analysis,
employees earning from 3lakhs to 5 lakhs are strongly agree for safety & security
measures, organizational development, team management, motivation & retention,
segregation & retrieval, generate alternatives as very important objective for e-HRM
practices.
5.8 A MODEL OF EFFECTIVENESS OF E-HRM PRACTICES
After reviewing the countrywide and international studies article regarding e-HRM
practices, the researcher recognized the main gaps within the goals of e-HRM, practices of
e-HRM, the climate of e-HRM, and outcome of e-HRM. These essential gaps were
discovered through the researcher to set up the acute relationship many of the targets of e-
HRM practices, e-HRM practices elements, climate and effects of e-HRM practices.
This leads to the subsequent theoretical model that is built after the application of
exploratory issue analysis. This analysis derived the following elements for targets of e-
HRM practices. Namely
 Decision making
 Cost-effectiveness
 Safety & security features
 Stakeholder pride
Similarly, the factors of e-HRM practices are
 Organizational improvement
 Team control
 Motivation & retention
207
The elements of e-HRM climate are
 Report analysis
 People management
 Segregation & retrieval
The factors of e-HRM outcome are
 Suggestion & implementation

 Generate alternatives
 Technology upgradation
Therefore this leads to the subsequent structural equation model.

Diagram 1
Factors of e-HRM
Chart No 5.1
OBJECTIVES PRACTICES CLIMATE
OUTCOME
OUTCOME
208
Chart No 5.2
Variables of e-HRM factors
Organizational
Decision making development
Cost effectiveness Objectives Practices Team management
Motivation &
Stakeholders
Retention
Suggestion &
Implementation Report Analysis
Generate Climate People

Outcome
Alternatives Management
Technology Segregation &

retrieval
upgradation
In the diagram 1 the researcher clearly explained the nature of relationship among
1. Objectives
2. Practices
3. Climate
4. Outcome
But the sub factors were innovatively identified by the researcher and they are
clearly presented in the structural equation model diagram 2. But the model fit is verified
through the following fit indices.
209
Table 5.58
S.no. Fit indices Value Bench mark
1 CMIN 2.011 ≤3
2 P Value 0.416 > 0.05
3 CFI 0.945 ≤ 0.9
4 Goodness of fit index 0.922 ≤ 0.9
5 Normal fit index 0.941 ≤ 0.9
6 Root mean square 0.08 ≤ 0.08
Error of approx.(RMSEA)
From the above table it can be ascertained that all the fit indices of present model
satisfy the bench mark value and it validates the study for the specific sample size of 522.
210

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5.

ASCERTAIN e-HRM CLIMATE, FACTORS PREVAILING IN IT

5.2 FACTORS OF CLIMATE OF E-HRM

KMO and Bartlett's Test

Source: Computer data

The above-consolidated table it is concluded that the kmo measure of sampling

Source: Computer data

Therefore, this factor can be named as Report analysis.

Second factor consists of six variables

Therefore, this factor can be counted as People management.

The third factor consists of 2 variables

Therefore, this factor can be count Segregation and retrieval.

It is a process of gathering, loading, reclaiming, and authenticating data required

5.3 INFLUENCE OF e-HRM CLIMATE OVER OUTCOME OF e-

The factor analysis by a principal component method derived three factors of e-

5.3.1INFLUENCE OF E-HRM CLIMATE ON OUTCOME-1. REPORT ANALYSIS

Regression of climate over outcome

The above-consolidated table initiates that R2 = 0.258, it is implying that e-HRM

Source: Computer data

Source: Computer data

5.3.2 INFLUENCE OF E-HRM CLIMATE ON OUTCOME-

Regression between climate on outcome

Source: Computer data

The above-consolidated table establishes that R2 = 0.337, it is implying that e-

It is also found that F=92.822, P= 0.000 are statistically significant @ 5% level.

Source: Computer data

The standardized coefficient (β=0.190, t=4.388, P=0.000), e-HRM practices 2 (β=

5.3.3 INFLUENCE OF E-HRM CLIMATE ON OUTCOME-

The application of regression analysis on e-HRM climate and dependent factor

Regression of climate on outcome

Source: Computer data

Source: Computer data

Therefore, it can be concluded that the modern Human Resource Information

5.4ASSOCIATION BETWEEN CLUSTER CLIMATE OF E-HRM

Cluster between climate and total no. of employees

From the above-consolidated table, it is established that 73.4% of ideal employees

Source: Computer data

There is a positive relationship between climate and attitude of employees towards

Cluster between climate and gender

Source: Computer data

Source: Computer data

Cluster between climate and age

It is traced that Pearson chi-square equal to 10.085, P=0.121 are statistically

4. The crosstab between the cluster of climate and educational qualification is

Cluster between climate and educational qualification

Source: Computer data

It is drawn that Pearson chi-square equal to 1.808, P=0.405 are statistically

Cluster between climate and designation

Source: Computer data

Source: Computer data

Cluster of climate and experience

Source: Computer data

Source: Computer data

Cluster of climate and annual package

Source: Computer data

Source: Computer data

MEASURE THE E-HRM OUTCOMES WITHIN THE IT

After reviewing the National and International research article pertaining to

The above-consolidated table it is found that the kmo measure of sampling

Source: Computer data

Total Variance Explained

Source: Computer data

The second factor consists of 3 variables

As a strategy, management should generate alternates to execute as and when a