Despite the assured benefits of strategic primacy for HR administrators, performance effectiveness and cost reduction provided by Electronic-Human Resource Management (e-HRM), user acceptance of these systems is a critical factor for the initiative’s success. Accordingly, current research addresses factors that permit or hamper e-HRM adoption in private universities of Jordan. Conceptual theoretical model which extends the proposed UTAUT model was used, self-administered questionnaire was developed and data from 243 administrative employees who operate in four selected private universities in Jordan were collected through non-probabilistic self-selection sampling. Covariance-Based Structural Equation Modelling was employed to analyse relationships, performance expectancy and habits achieved (53%) of the varying behavioural intentions (BIs). Contrary to expectations, effort expectancy and social influence were not significant in achieving the variance, as facilitating conditions and BIs (43%) achieved the variance in e-HRM use. Accordingly, practical and theoretical implications were provided, with suggestions and directions for future studies.

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