{"id":{"repo_id":"bournemouth","oai_identifier":"oai:eprints.bournemouth.ac.uk:10445"},"canonical_url":"https://search.dev.ndltd.org/etd/bournemouth/oai:eprints.bournemouth.ac.uk:10445","repository":{"repo_id":"bournemouth","name":"University of Bournemouth","base_url":"http://eprints.bournemouth.ac.uk/cgi/oai2"},"display":{"title":"The perceptions of e-HR outcomes and line managers: a study in three UK based subsidiaries of global organisations.","abstract":"Conducted within the UK-based subsidiaries of three global organizations, this research examines the perceived outcomes experienced by HR managers and line managers associated with the proposed implementation, and actual use, of e-HR. The research settings are the UK operations of Cable & Wireless Global, Schlumberger and T-Mobile. Both qualitative and quantitative data are used in a multiple case study approach, which leads to the development of a theoretical framework that attempts to illustrate the relationship linking HR strategy with e-HR outcomes. These data provide partial support for the model's validity but also show the need for a more dynamic understanding of the links between e-HR variables and the importance of context in explaining differences between line managers' acceptance of e-HR. This research attempts to bridge academia and practice; to provide new academic insights into the world of e-HR and to translate this in ways that allow a useful contribution to practice.","abstract_html":"Conducted within the UK-based subsidiaries of three global organizations, this research examines the perceived outcomes experienced by HR managers and line managers associated with the proposed implementation, and actual use, of e-HR. 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Both qualitative and quantitative data are used in a multiple case study approach, which leads to the development of a theoretical framework that attempts to illustrate the relationship linking HR strategy with e-HR outcomes. These data provide partial support for the model's validity but also show the need for a more dynamic understanding of the links between e-HR variables and the importance of context in explaining differences between line managers' acceptance of e-HR. 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