Impact of e-Human Resource Management on Public Safety with Mediating role of Occupational Health

Abstract

Public health and safety has recently shifted its attention from the environmental causes of disease to personal risk-taking behaviors. The approach of workplace public health has tended to downplay physical exposures and stressful working environments in favor of individual concerns. However, the people managing phenomenon catered the electronic networking in the workplace that may assist in finding the employees' health and safety concerns through online portals and feedback. For the purpose to highlight these issues this research was conducted to explore the e-human resources management and its impact on public safety with mediating effect of occupational health in the workplace. The research was objected to explore through online survey done within telecom sector Dubai, UAE. A quantitative approach was utilized with descriptive and exploratory research design. 206 employee's responses were considered for the statistical analysis. Smart PLS 4.0 software used to assess the data by determining validity, reliability, discriminant validity and mediation through bootstrapping methods. The findings suggest an indirect positive influence of occupational health between the relationship of e-HR and public safety.

Full text

978-1-7281-9684-8/22/$31.00 ©2022 IEEE
Impact of e-Human Resource Management on Public Safety with Mediating role of Occupational Health
Khaled M. K. Alhyasat , Associate Professor of HRM, Abu Dhabi University, UAE
khaledheyasat@yahoo.com
Abstract— Public health and safety has
recently shifted its attention from the
environmental causes of disease to personal risk-
taking behaviors. The approach of workplace
public health has tended to downplay physical
exposures and stressful working environments in
favor of individual concerns. However, the people
managing phenomenon catered the electronic
networking in the workplace that may assist in
finding the employees’ health and safety concerns
through online portals and feedback. For the
purpose to highlight these issues this research was
conducted to explore the e-human resources
management and its impact on public safety with
mediating effect of occupational health in the
workplace. The research was objected to explore
through online survey done within telecom sector
Dubai, UAE. A quantitative approach was
utilized with descriptive and exploratory research
design. 206 employee’s responses were considered
for the statistical analysis. Smart PLS 4.0
software used to assess the data by determining
validity, reliability, discriminant validity and
mediation through bootstrapping methods. The
findings suggest an indirect positive influence of
occupational health between the relationship of e-
HR and public safety.
Keywords—e-Human Resources, public safety,
occupational health, telecom industry UAE.
I. INTRODUCTION
Science and technology are advancing quickly,
especially with the use of internet and computer
technologies, has a substantial influence on our
economy, society, and culture. As a result of the
advancement of these technologies, a new generation
of human resource (HR) technology known as
electronic human resource management (E-HRM)
has recently emerged [1]. E-HRM, a phrase that was
first used in the 1990s, describes using the Internet or
an intranet to carry out HRM tasks. E-HRM is the use
of information technology to facilitate networking
and teamwork among at least two different
individuals or groups working on HRM-related tasks
[2].
According to [3], e-HRM provides the opportunity
for human resource (HR) functions to create novel
strategies to enhance organizational success, making
it a more effective and strategic approach for HR
professionals to work. In order to increase an
organization's receptiveness to a new system, top
management support for change management
influences how employees develop their abilities and
behaviors as well as how much line managers buy in.
[4], [5] have discovered that e-HRM use is abundant
on a global scale. Technology must be included into
HRM in order to implement HRM practices. In
particular, the lack of cooperation between the IT
department and HR experts causes the deployment of
e-HRM systems in organizations to be unsuccessful.
Similarly, the human resources objectively
responsible for employees wellbeing, People are
protected by public safety against dangers including
crime, natural disasters, and other potential threats
[6]. Think about the people who work in security, fire
departments, emergency response teams, and law
enforcement. Regardless of position, a public safety
expert's primary goal is to minimize risk and protect
the welfare of people, communities, and
organizations. As stated by [7], eliminating or
reducing employee injury or sickness hazards is the

goal of workplace safety from the perspective of an
organization [8].
The protection of an organization's most precious
resource, its employees, is the main goal of
workplace safety [9]. Policies, procedures, and
particular hazard control strategies are only a few of
the tools used to ensure workplace safety. In the
organization's general management and
administrative processes, policies and procedures are
developed and implemented [10], [11]. They
frequently entail particular job task procedures
designed for use in or near hazardous environments,
equipment, or other high-risk circumstances. Safety
procedures and regulations include accountability
measures to ensure that recommended practices are
being followed [12].
In order to become accountable for workplace
concerns, the establishment of safety practices, OSH
Act compliance, trade secret protection policies and
procedures, the danger of violence in the workplace,
and general workplace access are all responsibilities
that fall more and more on the human resource
professional [13], [14]. HR practitioners should at
least have a basic understanding of the terms, ideas,
and methods used in workplace safety and security
[15]. However, a tremendous transition is currently
taking place in the realm of workplace health and
safety. In the 1970s, when many scholars and
practitioners entered the field after the Occupational
Safety and Health Act (OSHA) was created, the labor
movement was active, and environmental and
women's rights organizations were expanding [12].
Since then, the environment for occupational health
has undergone significant change as a result of
economic globalization, technical advancement,
economic upheaval, and a weakening labor
movement, among other factors [16].
Moreover, the e-HRM is supposed to become
more resourceful while managing organizational
employees and occupational health. This research is
specified to explore the impact on e-HRM improving
public safety as well as the examination of
occupational health within the organization.
A. Problem Statement
Technology advancements have opened up new
possibilities for exposure and health data collection
and analysis at various scales without necessarily
drawing a distinction between dangers at work and
those outside of work. There have been various
researches conducted on highlighting the public and
workplace safety. However, there is still need to
explore the e-HRM functions to manage people and
their health and safety concerns with technological
advancement. This research has incorporated
occupational health as mediator to empirically
evaluate.
II. LITERATURE REVIEW
Electronic human resource management is defined
as "information technology for networking and
supporting at least two person or group actors in their
collaborative performance of HR functions" (e-
HRM) [17]. Technology is an essential tool for e-
HRM in order to connect and integrate the HRM
tasks and responsibilities of many actors, regardless
of where they are working [18], [19]. The e-HRM
system also permits user participation by carrying out
HR tasks at all organizational levels. According to
[20] in addition to the standard HRM processes like
hiring and training, an organization's strategic and
value-added HR operations benefit from the usage of
an e-HRM system for routine transactions, activities,
and other transformative HR staff-related tasks [18].
This advantage might be attained through enhancing
the contribution to corporate strategy, improving
efficiency, and more effectively developing and
deploying HR.
[21], [22] investigated the intended objectives and
organizational results of e-HRM system installation
in various organizations. Their research revealed that
these companies implemented e-HRM efforts to
improve HRM effectiveness, achieve higher service
quality and standardization, delegate HR
responsibilities to management, and efficient
workplace environment [23]. It is also investigated e-
HR enhances the position HR personnel in a more
strategic capacity [2], [24]. The potential use of e-
HRM as a tool to increase the value of HRM
functions, when HR functions were viewed as
resources. According to the study [25], [26], which
includes a thorough survey of businesses in 12
different countries, the introduction of e-HRM might
help HRM systems take on a more strategic role in

people safety and security in order to maintain
workplace peace.
[27], [28] indicating the need for new approaches
to hazard control to be developed, looked into, and
assessed. Most new researchers and professionals are
educated to evaluate exposures and control them
using outmoded work models, which may not be
sufficient to address health risks in the workplace of
the present and the future [29]. Even though these
patterns are known, this is nevertheless the case.
Additionally, programs in industrial hygiene,
occupational medicine, and occupational health
nursing have seen a decrease in the number of
supporting faculty applying nationwide [12], [30]. To
be relevant, responsive to researcher interests and
industry demands, and to remain competitive for
funding that is becoming more and more scarce, these
programs must update their curricula and research
portfolios [31]. There is also evidence that traditional
regulatory methods have been less successful over
time as compared to e-practices, for instance e-HRM
has more potential to manage workplace hygiene and
people [17].
III. RESEARCH DESIGN
A hypothesized research model (Figure 1) and
three research hypotheses were developed.
Figure 1 Hypothesized Research Model
H1: E-Human Resources has positive influence on
Occupational Health in Telecom industry, UAE.
H2: E-Human Resources has positive influence on
Public Safety in Telecom industry, UAE.
H3: Occupational has positive influence on Public
Safety in Telecom industry, UAE.
H4: E-Human Resources has positive influence on
Public Safety with mediation role of Occupational
Health in Telecom Industry UAE.
IV. METHODS
This research employs quantitative methods for
data analysis based on structural equation modelling
with the use of SmartPLS 3.0 software. The process
of choosing the sample is based on convenient
sampling techniques. 88 telecom companies located
in Dubai UAE, who responded to online
questionnaires were contacted. The following stage is
to assess the 206 respondents that responded to the
surveys. A survey on a Likert scale from 1 (strongly
agree) to 5 (strongly disagree) was used to gather data
from respondents. The questionnaire had 18 items,
including 7 for evaluating e-human resources, 5 for
occupational health, and 6 for the public safety. A
descriptive study was carried out using the practical
random sample technique. The proposed model was
tested against the PLS-SEM hypothesis using
SmartPLS 4. Additionally, tests for validity,
discriminant validity, reliability, and average
variance expected were performed. Table 1 below
shows the model's validity and reliability.
Table 1: Cronbach’s Alpha, Composite Reliability
(CR), Average Variance Extracted (AVE), and
Discriminant Variability.
Variable
s
Cronb
ach’s
Alpha
CR
AV
E
EH
R
O
H
PS
E-
Human
Resourc
es
0.821
0.8
42
0.5
02
Occupat
ional
Health
0.866
0.7
37
0.6
44
0.7
0
Public
Safety
0.776
0.8
08
0.5
32
0.7
4
0.6
9
EHR=E-Human Resources, OH=Occupational
Health, PS=Public Safety
The evaluation of an indicator's internal
consistency, or reliability, reveals how much each
indicator sheds light on a significant latent variable.
The consistency and long-term stability of the result
are gauged by the reliability requirement. By utilizing
Occupatio
nal Health
E-Human
Resource
s
Public
Safety
H1
H2
H3
H4

the value of composite reliability, the dependability
of the construct was examined in this research. If the
values of a variable's Cronbach's Alpha and
composite reliability are both greater than 0.7, the
variable is said to have construct reliability. In Table
1, it is evident that the AVE value for each variable is
higher than 0.50. It depicts that the proposed model
has demonstrated discriminant validity. The research
was included in another similar needed analytical
approach to assess the discriminant validity utilizing
the HTMT method, and the measurement model
validated good acceptable results for discriminant
validity. The results shown in Table 1 demonstrated
that the HTMT acquired acceptable findings ( ≤0.90).
This result reached satisfactory indicators for the
discriminant validity for all study constructs and met
the analysis of HTMT ≤0.90. According to the results
of each construct's correlation, there is a positive
correlation between e-human resources and
occupational health (r=0.70), as well as between IoT
and e-human resources and public safety (r=0.74),
and there is a positive correlation between
occupational health and public safety (r=0.69). The
statistics are summarized in Table 1.
Figure 2: Hypothesis Testing through Partial Least
Square-Structured Equation Model (PLS-SEM)
The variables' significance and correlation were
assessed for the predicted research model. The
intention to use e-human resources is predicted by the
model to have a 56% impact on how the public safety.
How much of the variance of the dependent variable
can be attributed to the independent variable is shown
by the R-square. 40% of the difference in this case
can be attributed to the occupational health impact on
public safety. The Q-square analyses the
effectiveness of endogenous constructs as predictors.
The model is predictively relevant and the results
have been accurately generated when Q-square is
bigger than zero. If the Q-square value in the
assessment model is higher than zero, the proposed
model is predictively significant. This Q-square value
is higher than zero, demonstrating the accuracy of our
model's predictions. Table 2 displays the statistics.
Table 2: R-square, Q-square
Construct
R
square
Adjusted R-
square
Q-Square
OH
0.409
0.403
0.421
PS
0.569
0.560
0.355
OH=Occupational Health, PS=Public Safety
The variables under discussion have a number of
linkages in the structural model. The coefficient
values for the variables and the coefficient of
determination are used to evaluate the structural
model (R-square). The primary measure of how
successfully the model incorporates variation in the
dependent variable is the coefficient of determination
(R-square). Since there are several independent
variables in this research, the modified R-square
value is employed.
Table 3: Hypothesis Testing
Hypoth
esis
Paths
Bet
a
t-
valu
e
Sig
Decisi
on
H1
EHR→O
H
0.6
39
9.73
0.00
0
Suppo
rted
H2
EHR→PS
0.2
40
2.37
0.00
0
Suppo
rted
H3
OH→PS
0.5
78
7.43
0.00
0
Suppo
rted
H4
EHR→O
H→PS
0.3
69
5.29
0.00
0
Suppo
rted
EHR=E-Human Resources, OH=Occupational
Health, PS=Public Safety, level of significance at
p<0.05**
A. Mediating Analysis
The model assessment using Smart PLS assisted to
predict the mediating role of smart learning between
artificial intelligence and educational system. The
Statistical findings displayed in Table 4 below.
Table 4: Mediating Analysis
Indirect Effect of OH on PS

Hypothesis
Beta
SE
t-
value
p-
value
Percentile
bootstrap
97.2%
confidence
interval
Lower
Upper
H4:EHR>OH>PS
0.36
0.08
5.29
0.000
0.505
0.760
EHR=E-Human Resources, OH=Occupational
Health, PS=Public Safety, level of significance at
p<0.05**
V. FINDINGS
Structural model analysis and structural equation
modelling were utilized to assess the hypothesis and
offer solutions to the key research problems. To
determine the possible validity of the research model,
the path coefficient values also known as the
explanatory power or Q-squared were used. Using the
bootstrapping method, the hypothesis' significance
was assessed. Statistical analysis was used in this
method to assess how relevant the suggested
hypothesis was. When the variable route of the
hypothesis has values less than 0.05, the results show
that each variable's relationship with each other is
positive significant. All of the data in Table 3 showed
strong correlations that were positive and supported
each hypothesis; however, the significance threshold
for this model is level 0.05. Since all of the direct
hypotheses had t-values larger than 1.96, indicating
that they were all accepted, all of the direct
hypotheses are supported by the data. Whereas the
indirect effect (mediating role) of occupational health
between the relationship of e-human resources and
public safety has illustrated as positive. The statistical
findings are summarized in (Table 4) above.
Figure 3: Hypothesis Measurements
In the above (Figure 2) the proposed model was
examined through smartPLS. The results of the PLS-
SEM test for the model's element show that there is a
positive significant association between e-human
resources and public safet, whereas the mediating
role of occupational health declared as significant.
VI. DISCUSSION
On the basis of statistical findings there is positive
influence of e-HRM on occupational health that is the
first hypothesis of this research. The statistical results
are as follow (β =0.63, t=9.73, p=0.000), support the
proposed H1. It is the responsibility of HR
management to ensure that the managers of the
company are aware of their duty to ensure that the
workplace is free from known risks that endanger
workers' lives or threaten significant physical harm.
Through management training and evaluation, it
should be possible to make sure that managers are
aware of employee rights, such as the right to safety
instruction in a language that the employee
understands [32].
The relationship between e-HRM and public
safety is demonstrated as positively significant on the
basis of (β =0.24, t=2.37, p=0.000) that support the
H2 of our hypothesized model. Our research findings
illustrate similar to the statement by [20], every
business should have a multiple strategy in place to
discourage workplace violence and deal with violent
situations when they do occur. The main function of
an e-HR management is to make sure that the election
policies involve thorough screening and reference
checks. The HR manager should also take the
initiative in enforcing laws pertaining to treating
employees fairly. For this, supervisors may need to
receive training on how to identify performance
issues, refer problematic workers for counselling, and
regularly enforce disciplinary measures.
The occupational health proven as positively
significant with public safety that is displayed as
(β=0.57, t=7.43, p=0.000) that support the H3 of the
research. A comparison with theoretical evidences it
can be said that the occupational health has to be
broadened to cover a larger range of work situations
Occupatio
nal Health
E-Human
Resources
Public
Safety
H1
H
2
H
3
H4

that may be beneficial to health and worker wellbeing
or may be potentially harmful [33], [34]. For instance,
a more comprehensive objective for occupational
health that goes much beyond physical health or the
absence of sickness is well-being in the workplace.
Finally, the H4 presenting the mediating role of
occupational health between the relationship of e-
HRM and public safety. The empirical findings
suggested (β=0.36, t=5.29, p=0.000) supporting the
H3 of the research. The empirical findings
comparison to prior studies elaborates the e-HRM
significance in order to manage the employees’
health and safety concerns at workplace. Similarly, e-
HRM technology can be used to put HR strategies,
guidelines, and procedures into action. The e-HRM
technology helps the HR department adhere to the
company's network-based HR obligations. Managers,
employees, and HRM experts can see, extract, or
modify information needed to manage the
organization's HRM through a portal made possible
by e-HRM technology. Additionally, since e-HRM
eliminates the "HR middleman," fewer HRM experts
are required with its implementation.
VII. CONCLUSIONS
The empirical research findings have concluded
the e-HRM has potential to control the workplace
health and safety measures with help of digital
networks that can help to detect the problems occurs
to anyone at the workplace. Similarly, the firm's HR
management must ensure that supervisors and
managers are required to guarantee that the
workplace is free from recognized risks that are
causing or are likely to cause death or significant
physical harm, and they must be aware of the OSH
Act obligations. must make certain that they are
aware of their rights as employees, including the
entitlement to safety training in a language that they
can understand, managers should undergo
management training and evaluation as well as the
electronic access to each employees through
organization portals.
Furthermore, the multifaceted discipline of
occupational health and safety has as its main
objective safeguarding the welfare, health, and safety
of persons who are employed or working. Promoting
a safe workplace is the main objective of all
occupational health and safety efforts. As a result, it
may also be possible to protect other members of the
public who are impacted by the employment
environment, such as coworkers, family members,
employers, clients, vendors, and adjacent neighbors.
Chemistry, occupational medicine, occupational (or
industrial) hygiene, public health, safety engineering,
and health physics are just a few of the disciplines
that may interact in this.
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