| Abstract [eng] |
This master’s thesis examines the impact of digitalization of human resource management (HRM) on the development of a learning organization and the role of organizational memory within this process. The ongoing digital transformation is changing organizational operating principles and encouraging the implementation of digital technologies in HRM processes. However, there is still a lack of empirical research in the scientific literature explaining how HRM digitalization contributes to organizational learning and the creation of a learning organization, especially considering the role of organizational memory in this relationship. The aim of the thesis is to determine and evaluate how digitalization of HRM contributes to the development of a learning organization and to assess the mediating role of organizational memory in this relationship. The research problem is addressed through an analysis of scientific literature and an empirical quantitative study. The theoretical part of the thesis analyzes the concept, evolution, main stages, drivers, technologies, and challenges of HRM digitalization. In addition, the concepts of learning organization, organizational learning processes, and the significance of organizational memory in knowledge accumulation, retention, and application are discussed. The literature review enabled the development of a conceptual research model in which organizational memory is considered the key mechanism through which HRM digitalization affects the development of a learning organization. A quantitative research method was applied in the empirical part of the study. Data were collected using a questionnaire survey. The study involved 139 respondents from various organizations. Data analysis was conducted using IBM SPSS Statistics software and Andrew F. Hayes PROCESS Macro. The research included descriptive statistical analysis, construct reliability assessment, correlation analysis, regression analysis, mediation analysis, and serial mediation analysis. The results of the study revealed that HRM digitalization significantly strengthens organizational memory and is positively associated with the development of a learning organization. It was found that organizational memory has a strong positive effect on learning organization and fully mediates the relationship between HRM digitalization and the development of a learning organization. This indicates that technological solutions alone do not create organizational learning; their impact emerges only when organizations are capable of effectively accumulating, sharing, and applying knowledge within organizational processes. Additional analysis showed that organizational size does not have a direct effect on the development of a learning organization; however, larger organizations tend to exhibit higher levels of HRM digitalization, which indirectly contributes to organizational learning through organizational memory. The findings of the thesis contribute to the theoretical development of research on HRM digitalization, organizational learning, and organizational memory, while also providing practical insights for organizations seeking to strengthen learning processes and integrate digital technologies more effectively into human resource management. |
