Digital Human Resource Management and Organizational Performance: The Role of E-Recruitment and E-Compensation in Nigeria’s Banking Sector
DOI:
https://doi.org/10.24191/zax2yc79Keywords:
e-HRM, e-recruitment, e-compensation, organizational performance, digital HR systemsAbstract
This study examines the impact of digital human resource management practices specifically e-recruitment and e-compensation on organizational performance in Nigeria’s banking sector. Drawing on the Resource-Based View (RBV), Technology Acceptance Model (TAM), and Socio-Technical Systems Theory (SST), the study provides an integrated theoretical framework linking digital HR practices to organizational outcomes. A descriptive cross-sectional survey design was adopted, with data collected from 351 employees selected from a population of 2,700 bank staff using stratified random sampling. Data were analyzed using descriptive statistics and multiple regression analysis. Findings reveal that e-recruitment (β = 0.640, p < .05) and e-compensation (β = 0.424, p < .05) both significantly predict organizational performance. Organizational performance was operationalized using operational efficiency, employee productivity, and service delivery effectiveness. The strong effect of e-recruitment supports the Resource-Based View by enhancing the quality of human capital, while the effectiveness of e-compensation aligns with the Technology Acceptance Model through improved system usability and perceived fairness. The study concludes that digital HRM practices significantly enhance organizational performance and recommends increased investment in digital recruitment and compensation systems within Nigeria’s banking sector.
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Copyright (c) 2026 Rashida Adamu Oyoru, Samuel Otohinoyi, Adedoyin John Towoju, Lawal Yusuf Birisan
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