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Existing literature on the HRIS acceptance is exploratory with little emphasis on rigorous theoretical development. In the current study, we bring together disparate threads of HRIS research and employ the innovation diffusion model and the TAM model to explicate the extent of adoption of HRIS among Indian firms. The findings of empirical research show that OHR, FHR and SHR contribute to the performance of HR systems which further drives the extent of adoption within the organization. Further, the variable ‘performance consideration’ acts as a mediator and the variation in organizational size and work experience do not lead to drastic changes in extent of adoption. It is also found that the impact of HRIS functions does not vary with the intensity of organization size, work experience and technology facilitation. Lastly, our work captures the increasingly important role of strategic HR function within HRIS which is a major deviation from previous works.

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The Extent of Adoption of HRIS: An Empirical Investigation with Mediators & Moderators

Existing literature on the HRIS acceptance is exploratory with little emphasis on rigorous theoretical development. In the current study, we bring together disparate threads of HRIS research and employ the innovation diffusion model and the TAM model to explicate the extent of adoption of HRIS among Indian firms. The findings of empirical research show that OHR, FHR and SHR contribute to the performance of HR systems which further drives the extent of adoption within the organization. Further, the variable ‘performance consideration’ acts as a mediator and the variation in organizational size and work experience do not lead to drastic changes in extent of adoption. It is also found that the impact of HRIS functions does not vary with the intensity of organization size, work experience and technology facilitation. Lastly, our work captures the increasingly important role of strategic HR function within HRIS which is a major deviation from previous works.