Abstract

Human Resource Information Systems (HRIS) have become indispensable in modern businesses, reshaping the landscape of Human Resource (HR) service delivery. Despite their crucial role, the adoption and implementation of HRIS present persistent challenges influenced by diverse factors. This study delves into the adoption dynamics of HRIS and their practical utilization in developing countries, specifically in Bangladesh. Leveraging the Unified Theory of Acceptance and Use of Technology (UTAUT) model, the research incorporates Hedonic Motivation (HM) and Personal Innovativeness (PI) as additional factors, forming an extended UTAUT2 model. Employing a quantitative approach, survey data was collected from 255 respondents, including top-level management, HR professionals, and executives from public and private organizations in Chittagong and Dhaka, Bangladesh. Structural Equation Modeling (SEM) with the partial least squares (PLS) method through SmartPLS was employed for model validation. Results reveal that all selected parameters exert a positive and direct influence on HRIS adoption. The results aim to enhance comprehension of the intricate aspects of HRIS adoption, providing valuable insights for organizations to tailor implementation strategies. These findings are pertinent for policymakers and HR managers, offering insights into overcoming obstacles associated with HRIS adoption and optimizing HR practices, thereby contributing to organizational performance improvements.

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