Electronic Human Resource Management (e-HRM) is assumed to be a driving force behind HRM
value creation. However, the issue remains of whether empirical evidence supports this
assumption. Moreover, is the relationship straightforward and direct or is it conditional,
and do contextual factors intervene? This paper presents a study on this issue. Data was
collected through a survey conducted in three international firms using e-HRM
applications. The findings suggest that e-HRM usage in line with the system's intended
purpose and the contextual factors facilitating e-HRM usage are positively related to HRM
value creation. Facilitating contextual factors are positively related to HRM value
creation as well, but they also moderate the relationship between e-HRM usage and HRM
value creation. However, this moderation is the opposite to what was hypothesized: if the
facilitating contextual factors are high, then the relationship between e-HRM usage and
HRM value creation is weaker. This finding needs further investigation to clarify the
intervening role of contextual factors.
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