Moderating Role of Digital Literacy on the Nexus between Electronic Human Resource Management Practices and Organizational Performance of Federal Universities in North-Western Nigeria

Technology adoption enhances human resource capabilities to contribute to organizational efficiency and competitive advantage. This study examined how electronic human resources management (e-HRM) practices, moderated by digital literacy, improve organizational performance in North-Western Nigeria. The study was guided by the Technology Acceptance Model, complemented by Resource Base View and Human Capital Theories. Using a cross-sectional survey, data were collected by questionnaire from 592 employees of seven federal universities in North-Western Nigeria. A total sample size of 448 respondents was used. Descriptive and inferential statistics tests using the Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to analyse the data. The findings revealed that digital literacy, e-communication and e-performance appraisal have positive and statistically significant effects on organizational performance, while e-recruitment has a negative statistically significant effect on organizational performance. This suggests that the existing e-recruitment systems may not be adequately developed, properly utilized, or effectively integrated into institutional recruitment processes. Also, digital literacy has a significant moderating role in the relationship between e-performance appraisal, e-communication, and organizational performance. However, digital literacy exhibited negative but significant moderating influence on the relationship between e-recruitment and organizational performance. This would imply that possessing digital competencies alone is insufficient to guarantee improved recruitment outcomes when the supporting technological infrastructure and recruitment systems are ineffective Based on these findings, the study recommends that the management of federal universities should establish technical support and mentoring systems to ensure staff continuously improve their digital capabilities and adapt to evolving technologies.

Digital Literacy, e-Communication, Electronic Human Resource Management, Organizational Performance, e-Performance Appraisal

1. Abdillah, M. I. T. (2024). The effect of e-recruitment on company attractiveness with the role of organisational reputation as a mediating variable. JBTI: Jurnal Bisnis: Teori dan Implementasi, 15(3), 12-31. DOI: https://doi.org/10.18196/jbti.v15i3.24354 [Google Scholar] [Crossref]

2. Adawiah, A., & Putra, A. H. P. K. (2024). The impact of e-recruitment implementation on company credibility, candidate selection efficiency, and process transparency: Job applicants’ perspective. International Review of Management and Marketing, 14(5), 126-139. [Google Scholar] [Crossref]

3. Agbaje, O., & Oladimeji, F. (2020). Technology adoption and administrative efficiency in [Google Scholar] [Crossref]

4. Nigerian federal universities. Journal of University Administration, 12(2), 45–63 [Google Scholar] [Crossref]

5. Ahmad, S. (2019). Web-based recruitment and organizational efficiency. Journal of Business Research, 98, 120–130. https://doi.org/10.1016/j.jbusres.2019.01.0 [Google Scholar] [Crossref]

6. Al-Aloosy, S., et al. (2024). Internet communication quality and labour productivity in construction HRM. Journal of Construction Management and Economics, 42(3), 210–225. [Google Scholar] [Crossref]

7. Aleru, B. (2023). Human resource management challenges in Nigerian federal universities. Journal of Education and Development Studies, 13(2), 45–58. [Google Scholar] [Crossref]

8. AlHamad, A., Al-Shaikh, M., & Al-Hajri, S. (2022). Electronic human resource management practices and organizational performance. Journal of Enterprise Information Management, 35(4/5), 1234–1252. https://doi.org/10.1108/JEIM-01-2021-0023 [Google Scholar] [Crossref]

9. Almashyakhi, S. (2022). Digital transformation and e-HRM systems in organizations. International Journal of Information Systems and Management, 10(3), 77–92. [Google Scholar] [Crossref]

10. Almasradi, A., et al. (2022). Digital communication systems in modern organizations. Journal of Information Technology Management, 33(4), 301–315. [Google Scholar] [Crossref]

11. Alomaria, A. M. (2023). Exploring the impact of e-HRM on organizational performance: A mediated model. International Journal of Data & Network Science, 7(4). DOI: 10.5267/j.ijdns.2023.7.002. [Google Scholar] [Crossref]

12. Alqarni, M., Hassan, R., & Yusuf, T. (2023). E-HRM adoption and sustainable competitive advantage in universities. Sustainability, 15(9), 1–18. [Google Scholar] [Crossref]

13. https://doi.org/10.3390/su15090876 [Google Scholar] [Crossref]

14. Al-Raisi, A., et al. (2019). Electronic performance management and organizational alignment. International Journal of Productivity and Performance Management, 68(6), 1230–1245. [Google Scholar] [Crossref]

15. Alrifae, A. A. M., Mahmoud, M. M. H., Al Zumot, R., Ali, A., & AlZubi, M. M. (2026). The impact of electronic human resource management on organizational performance in the Jordanian telecommunications sector with employee engagement as a mediating variable. https://doi.org/10.1007/s43621-026-02644-9. [Google Scholar] [Crossref]

16. Asamoah-Appiah, K., Boateng, P., & Mensah, J. (2024). Digital HR systems and organizational efficiency. Journal of African Business, 25(1), 55–72. [Google Scholar] [Crossref]

17. Awu, E. & Darius, B. (2025). Human capital theory: Viewing employees as organizational asset, [Google Scholar] [Crossref]

18. International Journal of Academic Management Science Research (IJAMSR), Vol. 9 [Google Scholar] [Crossref]

19. Issue 3 March - 2025, Pages: 370-375. ISSN: 2643-900X, www.ijeais.org/ijamsr [Google Scholar] [Crossref]

20. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1). [Google Scholar] [Crossref]

21. Bawden, D. (2008). Origins and concepts of digital literacy. Digital Literacies: Concepts, Policies and Practices, 17(3), 73–89. [Google Scholar] [Crossref]

22. Becker, G. S. (1964). Human capital: A theoretical and empirical analysis, with special [Google Scholar] [Crossref]

23. reference to education. Chicago: University of Chicago Press. [Google Scholar] [Crossref]

24. Bello, M. A., & Hammed, G. A. (2024). Digital literacy skills and use of electronic information resources by LIS undergraduates at Bayero University, Kano. Journal of Library and Information Science, 26 (1), 78–88. ([cjolis.org][6]) [Google Scholar] [Crossref]

25. Benbasat, I., & Barki, H. (2007). Quo Vadis, TAM?. Journal of the Association for Information Systems, 8(4), 211–218. [Google Scholar] [Crossref]

26. Bhatt, R., & Poduval, P. (2023). E-HRM practices and organizational performance: Empirical evidence. International Journal of Human Resource Studies, 13(1), 101–118. [Google Scholar] [Crossref]

27. https://doi.org/10.5296/ijhrs.v13i1.20500 [Google Scholar] [Crossref]

28. Bowles, S., & Gintis, H. (1975). The problem with human capital theory: Classical theory or neoclassical fallacy. American Economic Review, 65(2), 74-82. [Google Scholar] [Crossref]

29. Bryman, A. (2007). Effective leadership in higher education institutions. Studies in Higher Education, 32(6), 693–710. https://doi.org/10.1080/03075070701685114 [Google Scholar] [Crossref]

30. Brynjolfsson, E., & McAfee, A. (2014). The second machine age: Work, progress, and [Google Scholar] [Crossref]

31. prosperity in a time of brilliant technologies. W. W. Norton & Company [Google Scholar] [Crossref]

32. Burksiene, V., & Dvorak, J. (2022). Digital communication practices in NGOs. Public Relations Review, 48(5), 102–115. https://doi.org/10.1016/j.pubrev.2022.102115 [Google Scholar] [Crossref]

33. Chatterjee, S., et al. (2023). Digital workplace transformation and organizational performance. Technological Forecasting and Social Change, 186, 122–140. https://doi.org/10.1016/j.techfore.2023.122140 [Google Scholar] [Crossref]

34. Dyke-Ebirika, A. (2021). E-recruitment and organizational performance. African Journal of Management Studies, 15(2), 67–82. [Google Scholar] [Crossref]

35. El-Borsaly, A., & Hassan, M. (2020). Organizational performance and HR practices in higher education. Journal of Management and Organizational Studies, 7(2), 34–48. [Google Scholar] [Crossref]

36. Gbadebo, T. (2025). Digital transformation and performance in Nigerian universities. African Journal of Management, 11(1), 22–39. [Google Scholar] [Crossref]

37. Elsawy, A. (2021). Electronic human resource management systems and organizational development. Journal of Human Resource Management Research, 9(4), 120–135. [Google Scholar] [Crossref]

38. https://doi.org/10.5171/2021.923456 [Google Scholar] [Crossref]

39. Eshet, Y. (2004). Digital literacy: A conceptual framework for survival skills in the digital era. Journal of educational multimedia and hypermedia, 13(1), 93-106. [Google Scholar] [Crossref]

40. Fakandu, A. M., & Yabagi, A. (2022). ICT as enabler for the adoption of knowledge [Google Scholar] [Crossref]

41. management practices in selected north-west Nigeria federal university libraries. [Google Scholar] [Crossref]

42. Unpublished manuscript / Institutional report. [Google Scholar] [Crossref]

43. Falloon, G. (2020). From digital literacy to digital competence: the teacher digital competency (TDC) framework. Educational technology research and development, 68(5), 2449-2472. [Google Scholar] [Crossref]

44. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104 [Google Scholar] [Crossref]

45. Gbadebo, A. D. (2025). Electronic-Human Resource Management and Organizational Performance. International Journal of Applied Research in Business and Management, 6(5). DOI: https://doi.org/10.51137/wrp.ijarbm.469 [Google Scholar] [Crossref]

46. 35. Gede, Y., & Huluka, T. (2024). Digital transformation and organizational performance: The moderating role of digital literacy. Heliyon, 10(2), eXXXXX. [Google Scholar] [Crossref]

47. https://doi.org/10.1016/j.heliyon. Gilster, P. (1997). Digital literacy. New York: Wiley. [Google Scholar] [Crossref]

48. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis (7th ed.). Pearson. [Google Scholar] [Crossref]

49. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2011). A primer on partial least squares structural equation modeling (PLS-SEM). Sage. [Google Scholar] [Crossref]

50. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2012). A primer on partial least squares structural equation modeling (PLS-SEM) (1st ed.). Sage. [Google Scholar] [Crossref]

51. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage.) [Google Scholar] [Crossref]

52. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage. [Google Scholar] [Crossref]

53. Henseler, J., Ringle, C. M., & Sarstedt, M. (2012). Using partial least squares path modeling in international marketing. Advances in International Marketing, 23, 277–319. [Google Scholar] [Crossref]

54. https://doi.org/10.1108/S1474-7979(2012)0000023001 [Google Scholar] [Crossref]

55. Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based SEM. Journal of the Academy of Marketing Science, 43(1), 115–135. [Google Scholar] [Crossref]

56. https://doi.org/10.1007/s11747-014-0403-8 [Google Scholar] [Crossref]

57. Hosain, S. (2017). The impact of e-HRM on organizational performance: Evidence from service sectors. International Journal of Human Resources Development and Management, 17(3/4), 220–234. https://doi.org/10.1504/IJHRDM.2017.086963 [Google Scholar] [Crossref]

58. Huda, N., et al. (2023). Trust and digital communication in organizational sustainability. Journal of Business Ethics, 183(1), 155–170. https://doi.org/10.1007/s10551-022 [Google Scholar] [Crossref]

59. Irielle, L. (2024). Digital skills and workforce performance in higher education. Education and Information Technologies, 29(2), 115–130. [Google Scholar] [Crossref]

60. Ismawati, D., & Sembiring, R. (2022). E-performance appraisal and employee performance. Management Science Letters, 12(3), 201–214. https://doi.org/10.5267/j.msl.2022.1.002 [Google Scholar] [Crossref]

61. Jatto, M. (2022). Internet adoption and e-recruitment in Nigerian organizations. Journal of African Human Resource Studies, 10(1), 33–48. [Google Scholar] [Crossref]

62. Jindal, R., & Kaur, P. (2021). Social media use and employee productivity. Journal of Organizational Behavior, 42(5), 512–528. https://doi.org/10.1002/job.2540 [Google Scholar] [Crossref]

63. Kabakus, A., et al. (2023). Digital literacy and organizational efficiency. Computers in Human Behavior Reports, 11, 100321. [Google Scholar] [Crossref]

64. https://doi.org/10.1016/j.chbr.2023.100321 [Google Scholar] [Crossref]

65. Kalogiannidis, S. (2021). Impact of effective organizational performance measurement. International Journal of Research in Business and Social Science, 10(1), 1–12. [Google Scholar] [Crossref]

66. https://doi.org/10.20525/ijrbs.v10i1.1015 [Google Scholar] [Crossref]

67. Kaplan, R. S., & Norton, D. P. (1992). The balanced scorecard—Measures that drive performance. Harvard Business Review, 70(1), 71–79. [Google Scholar] [Crossref]

68. Khammadee, S. (2023). E-HRM systems and organizational effectiveness. Journal of Information Systems and Technology Management, 20(1), 44–60. [Google Scholar] [Crossref]

69. Kucherov, D., & Tsybova, V. (2022). Web-based recruitment and talent acquisition. Human Resource Development International, 25(3), 290–305. https://doi.org/10.1080/13678868. [Google Scholar] [Crossref]

70. Legris, P., Ingham, J., & Collerette, P. (2003). Why do people use information technology? A critical review of the technology acceptance model. Information & Management, 40(3), 191–204. [Google Scholar] [Crossref]

71. Mamatha, K., et al. (2022). Internet-based recruitment systems and efficiency. International Journal of Advanced Research in Computer Science, 13(2), 44–58. [Google Scholar] [Crossref]

72. Matindale, P., et al. (2024). Digital literacy in modern organizations. Journal of Digital Education, 6(1), 15–30. [Google Scholar] [Crossref]

73. Michael-Ofre, I., & Opusunju, M. (2021). Digital performance appraisal systems in organizations. Journal of Management Sciences, 7(1), 55–70. [Google Scholar] [Crossref]

74. Mitchell, J. (2023). Digital communication tools and workplace productivity. Journal of Business Communication, 60(2), 210–225., https://doi.org/10.1177/232948842311000 [Google Scholar] [Crossref]

75. Nath, R., et al. (2022). E-HRM systems and organizational effectiveness. Journal of Enterprise Information Systems, 18(3), 211–228. [Google Scholar] [Crossref]

76. Nikolić, M. (2024). E-communication and academic collaboration. Higher Education Research & Development, 43(2), 200–215. [Google Scholar] [Crossref]

77. https://doi.org/10.1080/07294360. [Google Scholar] [Crossref]

78. Njeje, A., et al. (2018). Electronic performance management systems. African Journal of Business Management, 12(4), 98–110. [Google Scholar] [Crossref]

79. Obama, M., Odhuno, E., & Were, S. (2020). Electronic human resource management practices and organizational performance. Journal of Human Resource and Leadership, 5(2), 45–60. https://doi.org/10.47604/jhrl.189 [Google Scholar] [Crossref]

80. Ogunode, N. J., & Emmanuel, S. (2023). Challenges of e-HRM adoption in Nigerian universities. African Journal of Public Administration, 15(3), 88–102. [Google Scholar] [Crossref]

81. Ojo, O. (2020). Digital communication tools and workplace efficiency. Information and Communication Technologies Journal, 9(2), 66–80. [Google Scholar] [Crossref]

82. Okolie, U., & Irabor, I. (2017). E-recruitment platforms and job matching. Journal of Human Capital Development, 5(1), 12–25. [Google Scholar] [Crossref]

83. Saka, K. A. (2020). Influence of preservation techniques and access to digital resources on research output. Library Philosophy and Practice. [Google Scholar] [Crossref]

84. Schallmo, D., et al. (2017). Digital transformation of HR systems. International Journal of Innovation Management, 21(3), 1–25., https://doi.org/10.1142/S1363919617500187 [Google Scholar] [Crossref]

85. Sekaran, U., & Bougie, R. (2013). Research methods for business: a skill-building approach (6th ed.). West Sussex: John Wiley & Sons Ltd. [Google Scholar] [Crossref]

86. Sengupta, A., et al. (2021). Electronic communication and organizational efficiency. Information Systems Frontiers, 23(5), 1123–1138. https://doi.org/10.1007/s10796-021-10125-7 [Google Scholar] [Crossref]

87. 71. Shamaileh, A., et al. (2022). E-HRM and organizational outcomes in public sector institutions. Public Personnel Management, 51(4), 512–530.https://doi.org/10.1177/00910260211012345 [Google Scholar] [Crossref]

88. Schultz, T. W. (1961). Investment in human capital. American Economic Review, 51(1), 1-17. [Google Scholar] [Crossref]

89. Sitaniapessy, R. H., Latupapua, C. V., Lewaherilla, N., Leuherry, F., Ferdinandus, S. J., Asnawi, A., & Pentury, G. (2024). The Advantages of Digital Literacy Strategies to Improve MSME’s Business Performance. European Journal of Theoretical and Applied Sciences, 2(1), 504-512. [Google Scholar] [Crossref]

90. Stannack, P. (2023). Measuring organizational performance: A conceptual review. Management Decision, 61(2), 250–265. [Google Scholar] [Crossref]

91. Sultana, N. (2023). Recruitment processes in digital HR systems. Human Resource Management Review, 33(1), 100–115. https://doi.org/10.1016/j.hrmr.2022.100915 [Google Scholar] [Crossref]

92. Sumardjo, M., et al. (2022). E-performance appraisal and job satisfaction in banking. Asian Journal of Business Research, 12(3), 55–70. [Google Scholar] [Crossref]

93. Tabachnick, B. G., & Fidell, L. S. (2019). Using multivariate statistics (7th ed.). Pearson. [Google Scholar] [Crossref]

94. Tarigan, J., et al. (2017). Learning management systems and performance tracking. Journal of Educational Technology Systems, 46(1), 45–60. https://doi.org/10.1177/0047239517717568 [Google Scholar] [Crossref]

95. Umar, A., et al. (2020). E-HRM practices and organizational effectiveness in universities. Journal of African Business Research, 12(2), 98–114. [Google Scholar] [Crossref]

96. UNESCO. (2024). Global survey on digital transformation in higher education. Paris: UNESCO. [Google Scholar] [Crossref]

97. Varadaraj, A., & Al Wadi, B. (2021). A study on e-HRM practices and its impact on organizational performance. Journal of Human Resource Management, 9(1), 12–20. [Google Scholar] [Crossref]

98. https://doi.org/10.11648/j.jhrm.20210901.12 [Google Scholar] [Crossref]

99. Venkatesh, V., Morris, M. G., Davis, G. B., & Davis, F. D. (2003). User Acceptance of Information Technology: Toward a Unified View. Management Information Systems Quarterly, 27(3), 425–478. doi:10.2307/30036540 [Google Scholar] [Crossref]

100. Wejih, R., & Opara, G. (2024). E-performance management and institutional productivity. International Journal of Public Administration, 47(2), 150–165. [Google Scholar] [Crossref]

101. World Bank. (2024). African Higher Education (WBAHE) report on digital adoption and infrastructure. Washington, DC: World Bank. [Google Scholar] [Crossref]

102. Xia, Y., & Zhang, L. (2024). Digital literacy and academic workforce performance. Education and Information Technologies, 29(3), 301–318. [Google Scholar] [Crossref]

103. Zavyalova, E., et al. (2022). Digital communication and HR performance systems. Journal of Organizational Computing and Electronic Commerce, 32(1), 45–63. https://doi.org/10.1080/10919392. [Google Scholar] [Crossref]

104. Zheng, Y. (2024). Digital literacy and SME performance in China. Journal of Small Business Management, 62(1), 88–105. [Google Scholar] [Crossref]

• Enhancing Formation Control of Multi Agent Systems Using Ann Based Technique
• Improving Sliding Mode Control with Chattering Reduction using Fuzzy Based Technique
• Cooking Quality, Fasting Blood Glucose, Glycemic Index and Load of High–Fiber Noodles Made from Wheat, Tiger Nut Residue and Cassava Flour Blends
• Matrix Rhythm Therapy Versus Interferential Therapy Combined with Lumbar Stabilization Exercises in Chronic Non-Specific Low Back Pain: A Randomized Comparative Trial
• Formulation and Sensory Evaluation of Functional Cake Prepared from Sweet Potato Powder