Electronic-Business Strategy, Human Resource Diversity Management and Organizational Outcomes

Abstract

The study is aimed at developing an approach for examining the relationship between e-business as a management's emerging operational strategy and the management of organization's human resource diversity to produce desirable organizational outcomes. The physical dispersal of human resource under e-business operational strategy may continue to pose specific challenges for managing human resource diversity and may therefore not yield the expected benefits for organizations, except human resource management approach is conscious of certain emerging challenges and create an organizational culture that impact positively on diverse groups. Ten questions which constitute challenges are posed in the study. A conceptual model of e-business strategy and human resource diversity management were constructed to suggest how e-business can connect with human resource diversity management (positively or negatively) to bring about positive or negative organizational outcomes. The study concluded that a performance enhancing organizational culture would synergize with e-business operational strategy to produce positive organizational outcomes of high performance, low turnover intention and greater employees' satisfaction. On the other hand, a performance inhibiting organizational culture would limit extensively the potential of e-business operational strategy in producing the same outcomes.