Role of e-HRM strength and job stress on turnover intention among employees: mediating effect of concern for information privacy

Abstract

Purpose

This study aims to investigate the mediating effect of concern for information privacy between e-HRM and job stress that eventually develops a turnover intention among employees.

Design/methodology/approach

A survey questionnaire was used on working professionals employed in the service and manufacturing sectors. A total of 178 usable responses were collected adopting a convenient snowball sampling technique. PLS-SEM was used to analyze and investigate the hypothesized relationships.

Findings

The study found that higher perceptions of e-HRM strength led to less concern for information privacy breaches. Further, concern for information privacy was positively associated with employee job stress and turnover intention. A positive relationship between job stress and turnover intention among employees was also established. Moreover, perceived concern for information privacy fully mediated the relationship between e-HRM and job stress and, eventually, turnover intention among employees.

Practical implications

Organizations should focus on ensuring considerable e-HRM strength while adopting and implementing e-HRM practices; failing may lead to concerns for employee privacy, job stress and eventually turnover intention among employees.

Originality/value

To the best of the authors’ knowledge, the study is among the first few studies to identify perceived concern for information privacy as a consequence of e-HRM reflecting the dark side of e-HRM.

Citation

Yadav, R.S., Balasubramanian, G. and Dash, S.S. (2024), "Role of e-HRM strength and job stress on turnover intention among employees: mediating effect of concern for information privacy", Global Knowledge, Memory and Communication, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/GKMC-09-2023-0338