A user acceptance model for e-HRM system implemented in IT and Non-IT business organizations

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2023-04-15 DOI:10.3233/hsm-220177

Nasreen Nasar, Sumati Ray

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引用次数: 0

Abstract

BACKGROUND: Nowadays organizations have made their human resource management process more strategic and serve as a strategic tool for achieving competitive advantage for the organization with the development of electronic-Human Resource Management (e-HRM) Systems. To measure e-HRM system acceptance for performing various HR functions of an organization, especially the HR department, a perception model for acceptance of e-HRM systems in IT and Non-IT organizations has been developed in this research paper. OBJECTIVE: The objective of the study is to derive an acceptance model that can predict the acceptability and the factors affecting the acceptance of e-HRM systems in IT and Non-IT organizations. For this purpose, an electronic-survey-based questionnaire with a set of questions with categorical response options has been developed and the responses collected through this questionnaire are eligible to measure the acceptance level with effectiveness and usefulness of the e-HRM systems by IT and Non-IT business organizations. METHODS: Here, the questionnaire has 22 parameters. During data collection, 400 samples are obtained from 20 IT and 20 Non-IT (other services) organizations where ten employees from each organization participated in the survey. For the Data analysis for the acceptance model and also for testing of the hypothesis, several statistical-based data analysis techniques such as Data Reliability, Cross Tabulation, Normality test, Correlation ∖& Regression-based analysis, Factor Analysis, along with Pearson Chi-Square, Mann-Whitney U, Wilcoxon W for hypothetical testings are done. Apart from these criteria, using the data analysis techniques, a well-known technology acceptance model for the e-HRM system has also been employed to test with variables of the proposed questionnaire for the acceptance of e-HRM systems. RESULTS: All the statistical tests and testing of hypotheses are done in a sequential manner for comparison purposes of factors that affect e-HRM systems in IT and Non-IT organizations. The results are reported in detail with explanations and justifications. CONCLUSION: The results of the data analyses can be concluded with finding and discussing that the acceptability of e-HRM systems by the end users in IT firms is much higher than in other service organizations because of the significant difference in presence of external factors, perceived usefulness, perceived ease of use, user attitude, and behavior between the IT and Non-IT groups of organizations.

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在IT和非IT商业组织中实现的电子人力资源管理系统的用户接受模型

背景：随着电子人力资源管理系统的发展，如今的组织已经使其人力资源管理过程变得更加战略性，并成为实现组织竞争优势的战略工具。为了衡量电子人力资源管理系统在履行组织，特别是人力资源部门的各种人力资源职能时的接受程度，本文开发了一个IT和非IT组织对电子人力资源系统接受程度的感知模型。目的：本研究的目的是推导一个可接受性模型，该模型可以预测信息技术和非信息技术组织对电子人力资源管理系统的可接受性以及影响其可接受性的因素。为此，已经制定了一份基于电子调查的问卷，其中包含一组带有分类回答选项的问题，通过该问卷收集的回答有资格衡量信息技术和非信息技术商业组织对电子人力资源管理系统的有效性和有用性的接受程度。方法：问卷共有22个参数。在数据收集过程中，从20个IT和20个非IT（其他服务）组织获得了400个样本，每个组织的10名员工参与了调查。对于接受模型的数据分析和假设的检验，采用了几种基于统计的数据分析技术，如数据可靠性、交叉表、正态性检验、基于相关性和回归的分析、因子分析，以及Pearson Chi Square、Mann Whitney U和Wilcoxon W的假设检验。除了这些标准外，使用数据分析技术，还采用了一个众所周知的电子人力资源管理系统的技术接受模型，用拟议的电子人力管理系统接受调查问卷的变量进行了测试。结果：所有的统计检验和假设检验都是以顺序的方式进行的，目的是比较影响IT和非IT组织电子人力资源管理系统的因素。详细报告了结果，并提供了解释和理由。结论：数据分析的结果可以通过发现和讨论得出结论，信息技术公司的最终用户对电子人力资源管理系统的可接受性远高于其他服务组织，因为在外部因素、感知有用性、感知易用性、用户态度，以及组织的IT和非IT组之间的行为。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.

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