Perceived Digital HRM Accessibility and Employee Outcomes: Relational Pathways in Morocco’s Automotive Manufacturing Sector

Abstract

Digital human resource management (HRM) systems can expand employees’ access to information, development opportunities, and organisational services, but their employee-level implications remain insufficiently understood in manufacturing settings. This cross-sectional study examines whether perceived digital HRM accessibility is associated with organisational justice, psychological contract fulfilment, employee voice behaviour, and innovative work behaviour in Morocco’s automotive manufacturing sector. Survey data from 180 employees across five manufacturers were analysed using partial least squares structural equation modelling. Perceived accessibility was positively associated with organisational justice (β = 0.521, p < 0.001) and psychological contract fulfilment (β = 0.551, p < 0.001). Organisational justice was associated with voice (β = 0.339, p < 0.001), and psychological contract fulfilment was associated with innovative work behaviour (β = 0.439, p < 0.001). The specific indirect associations were β = 0.177 through justice and β = 0.242 through psychological contract fulfilment. For the justice–voice route, both the indirect and direct associations were statistically significant; for the psychological-contract–innovation route, only the indirect association was significant. The findings concern employee-level perceptions and behaviours; they do not establish objective digital inequality, causal effects, or supply-chain-level outcomes.