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This study aims to examine the impact of Digital Human Resources Management practices on innovation within Jordan's technological industries. It seeks to explore how the adoption of digital HRM strategies influences the innovation capabilities of firms operating in the technology sector. The research employs a quantitative methodological approach, utilizing Structural Equation Modeling (SEM) to analyze the relationships between D-HRM and innovation constructs. Data was collected through surveys administered to 212 employees and HR professionals in technological companies across Jordan. The survey instruments will measure the extent of D-HRM implementation and various dimensions of innovation, including product innovation, process innovation, and organizational innovation. The findings revealed a positive impact of D-HRM practices on innovation within Jordan's technological industries. Specifically, it is hypothesized that digital HRM strategies, including digital recruitment, virtual recruitment, digital training, digital evaluation, and digital Compensation, are positively associated with firms’ innovation capabilities. The contribution of this study lies in its theoretical and practical implications. Theoretically, it advances understanding of the relationship between D-HRM and innovation within the context of Jordan's technological industries, contributing to the literature on HRM and innovation management. Practically, the findings offer actionable insights for technology firms and HR practitioners to leverage digital HRM as a strategic tool for driving innovation and maintaining competitive advantage in an increasingly dynamic and digitalized business environment.

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Impact of Digital Human Recourses Management on Innovation of Technological Industries in Jordan

  • 章节

  • 发表日期：

    2025年

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  • Ahmad Adnan Al-Tit,
  • Sulieman Ibraheem Mohammad,
  • Sabreen Ibrahim Khalil Abu Hilal,
  • Rania Mohammad Ibrahim Almajali,
  • Mousa Masadeh,
  • Ruba Jafar Kutieshat,
  • Asokan Vasudevan,
  • Aktham Al sarayreh,
  • Anber Abraheem Shlash Mohammad

摘要

This study aims to examine the impact of Digital Human Resources Management practices on innovation within Jordan's technological industries. It seeks to explore how the adoption of digital HRM strategies influences the innovation capabilities of firms operating in the technology sector. The research employs a quantitative methodological approach, utilizing Structural Equation Modeling (SEM) to analyze the relationships between D-HRM and innovation constructs. Data was collected through surveys administered to 212 employees and HR professionals in technological companies across Jordan. The survey instruments will measure the extent of D-HRM implementation and various dimensions of innovation, including product innovation, process innovation, and organizational innovation. The findings revealed a positive impact of D-HRM practices on innovation within Jordan's technological industries. Specifically, it is hypothesized that digital HRM strategies, including digital recruitment, virtual recruitment, digital training, digital evaluation, and digital Compensation, are positively associated with firms’ innovation capabilities. The contribution of this study lies in its theoretical and practical implications. Theoretically, it advances understanding of the relationship between D-HRM and innovation within the context of Jordan's technological industries, contributing to the literature on HRM and innovation management. Practically, the findings offer actionable insights for technology firms and HR practitioners to leverage digital HRM as a strategic tool for driving innovation and maintaining competitive advantage in an increasingly dynamic and digitalized business environment.