The Mediating Role of Talent Management in the Relationship between E-Human Resource Management (E-HRM) Practices and Organizational Sustainability

Ahmed  Ebrahim Mousa; Khaled  Mohammad Alomari; Ashraf  Mohammed Awad; Elsaid Abdelaziz

doi:10.48161/qaj.v5n4a1935

Authors

Ahmed Ebrahim Mousa Faculty of HRM, College of Business, Abu Dhabi University, Abu Dhabi 59911, UAE; Faculty of HRM, College of Commerce, Minufiya University, Menoufia 32511, Egypt.
Khaled Mohammad Alomari Faculty of Information Technology, College of Engineering, Abu Dhabi University, Al Ain 1790, UAE;
Ashraf Mohammed Awad Faculty of HRM, College of Business, Abu Dhabi University, Abu Dhabi 59911, UAE;
Elsaid Abdelaziz Faculty of English Language, College of Arts, Education, and Social Sciences, Abu Dhabi University, Al Ain 1790, UAE.

DOI:

https://doi.org/10.48161/qaj.v5n4a1935

Keywords:

E-HRM, talent management, organizational sustainability.

Abstract

This study investigates the mediating role of Talent Management in the relationship between E-Human Resource Management (E-HRM) practices and Organizational Sustainability within the context of Abu Dhabi University. Grounded in theories including transaction cost theory, corporate social responsibility theory, and self-determination theory. The research examines how E-HR practices namely e-recruitment, e-training, e-compensation management, and e-evaluation of employee performance affect talent management-related outcomes and sustainable organizational performance. Using Partial Least Squares Structural Equation Modeling (PLS-SEM) on data collected from 133 faculty and staff, the study confirms that all E-HRM dimensions significantly influence Talent Management (β range = 0.24–0.36, p < 0.01). Talent Management also exerts a strong direct effect on Organizational Sustainability (β = 0.57, p < 0.001) and significantly mediates the relationship between E-HRM and sustainability (indirect effect β = 0.21, p < 0.01). The structural model explains 51% of the variance in Talent Management and 46% in Organizational Sustainability (R² = 0.51 and 0.46, respectively). These findings underscore the strategic importance of E-HRM systems in fostering talent development and advancing institutional sustainability. Practical implications suggest that higher education institutions should invest in digital HR infrastructure to enhance long-term organizational resilience and performance.

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