Abstract
Technology acceptance by users has been extensively studied in recent years in various fields such as technologies for learning, e-commerce, and business technologies. This review focuses specifically on Human Resource Information Systems (HRIS) and its acceptance by users. Given their widespread use in organisations, HRIS acceptance has been researched but not synthesised in any way. This article aims to review the effectiveness of the classical TAM and UTAUT models commonly used for new technologies and to identify the variables added to these models to better predict HRIS acceptance by employees. It also highlights the importance of the human-machine-organisation relationship to contribute to the understanding of HRIS acceptance in professional environments. This review confirms the effectiveness of the TAM and UTAUT models and proposes to develop them by (a) variables reffering to technological characteristics (security, system response time, and the data quality implemented in the system), (b) user satisfaction with the system, and (c) organisational variables (expected role of the HR department). The discussion focuses on the retroaction possibilities between the different Human-Machine-Organisation relation levels.
Highlights
Technologies are omnipresent in all professional spheres, including the field of human resource management
We present the main results present in the articles based on the technology acceptance model (TAM) in our corpus, taking care to emphasise the effects of the variables already incorporated in the TAM, and the effects of the variables added to it in the different studies listed
As with the articles in our corpus dealing with the TAM model, we propose in the previous table a synthesis of the main results of articles dealing with the UTAUT model
Summary
Technologies are omnipresent in all professional spheres, including the field of human resource management. The feedback loops between the three interdependent levels of analysis: technology, human and organisation, in the unique context of HRIS, invite a review of the acceptance of this technology, as an element of the relationship between the employee and the organisation, and of the expectations concerning the roles of human resources management, which are, administrative, and involve support for change, strategy, and monitoring of the quality of life of employees This is within this global conceptual framework that this critical synthesis of current studies on the acceptance of HRIS takes place and makes proposals on the factors that could to be considered in future studies
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