Impact of electronic human resource practices on job performance organisational culture as a mediating variable

This study examines the impact of electronic human resource management (e-HRM) practices?specifically e-recruitment, e-training, e-communication, and e-performance appraisal?on employee job performance (both task and contextual) within public universities in Jordan, while evaluating organizational culture as a mediating variable. Utilizing structural equation modeling (SEM) via AMOS on a sample of administrative staff, the findings reveal that e-HRM practices have a statistically significant direct positive impact on both job performance and organizational culture. Furthermore, the study confirms the crucial mediating role of organizational culture, demonstrating that an open, trusting, and collaborative cultural framework substantially enhances the positive effects of digital HR practices, thereby fostering workforce capacity, driving operational efficiency, and aligning individual performance with overarching institutional goals