Abstract
This paper aims to elucidate the effects of Human Resource Information System (HRIS) implementation on turnover intention and employee satisfaction. In the current research, a comprehensive case of e-Recruiting system implementation was investigated, to study unintended consequences based on the perception level of employees, during HRIS use. For this purpose, a conceptual model was used; developed and tested, which combines the attitude and belief factor of technology adoption with job-related outcomes. The data was collected from 167 HR employees working in a global firm, which implemented a novel HRIS for its hiring department. The results of the present study revealed that, employee satisfaction mediates the indirect effect of perception towards applying HRIS on turnover intention. The findings of the present study provide additional information on systems use and technology acceptance, by proposing work-related consequences, as significant extra success variables.
Highlights
In recent years there has been a rapid improvement in management and technology, which has led to enhanced commercial processes, the professionalization of HR development has largely been ignored
Based on our current findings and from a negative viewpoint, any organization has to expect that a novel Human Resource Information System (HRIS) introduction can be considered as annoying and threatening by HR workers, which could result in decreased employee satisfaction, and subsequently increased turnover intentions
He suggests that more studies should be conducted to increase awareness concerningintended consequences following the application of an HRIS
Summary
In recent years there has been a rapid improvement in management and technology, which has led to enhanced commercial processes, the professionalization of HR development has largely been ignored. A fundamental method towards understanding it’s potential, is to move from human resource management to e-HRM, by applying HRISs. Similar to enterprise resource planning (ERP) systems implemented in various fields, an HRIS has the ability to systematize HR events in the HR sector (Marler & Fisher, 2013; Parry, 2011; Parry & Tyson, 2011; Shahreki, 2019a), and deliver well-organized HR facilities for the whole company. Similar to enterprise resource planning (ERP) systems implemented in various fields, an HRIS has the ability to systematize HR events in the HR sector (Marler & Fisher, 2013; Parry, 2011; Parry & Tyson, 2011; Shahreki, 2019a), and deliver well-organized HR facilities for the whole company. Based on the review of TAM (technology acceptance model) as well as examining the literature on technology implementation and its effect on work-related issues, hypotheses were formed, based on how human resource information systems and job-related attributes and attitude affect HR employees’ turnover
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