Analyzing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention

Maier, Christian; Laumer, Sven; Eckhardt, Andreas; Weitzel, Tim

doi:10.1016/j.jsis.2012.09.001

Cited by 117 publications

(124 citation statements)

References 75 publications

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“…Nonetheless, numerous examples of IS implementation failures are reported (Nelson 2007) leading to negative consequences for the organizations in terms of financial losses and other risks (Bruque et al 2008;Maier et al 2013). High-profile examples of IS implementation failures are Hewlett-Packard's (HP) failure in 2004 that had a financial impact of $160 million (Koch 2007), Nike's failure in 2000 that cost $100 million in sales and resulted in a 20% drop in stock price (Koch 2004), and Hershey Foods failure that caused the stock to decrease by 8 percent (Koch 2002).…”

Section: Introductionmentioning

confidence: 99%

Research on information systems failures and successes: Status update and future directions

et al. 2014

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Section: Introductionmentioning

confidence: 99%

Research on information systems failures and successes: Status update and future directions

et al. 2014

Self Cite

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“…However, Maier et al (2013), followed the Brown et al (2002) suggestion and examined the effect of human resource information system implementation on turnover intention and job satisfaction as two work related outcomes. These authors report that attitudes have a notable impact on an individuals' perception toward the organization and work environment.…”

Section: Introductionmentioning

confidence: 99%

Technology Acceptance Model, Organizational Commitment and Turnover Intention: A Conceptual Framework

Parvari¹,

Anvari²,

Mansor³

et al. 2015

RES

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Information system is being implemented to improve job performance and facilitate employees' work. However, implementing Information system has some negative impacts on employees and organization if employees do not accept it. Several previous studies investigated some consequences of information technology such as turnover intention and job satisfaction. This study provides a conceptual framework that shows other independent consequences of information system implementation. The model presented the impact of attitude towards using information technology on three components of organizational commitment (formative, normative and continuance). It also addresses the impact of attitude towards using information technology on turnover intention directly and via organizational commitment. Based on technology acceptance and its consequences, we develop a number of testable propositions that can guide to further research on work related outcome due to technology acceptance. Finally, we provide some recommendations for future research.

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“…Some of these studies have looked at gender discrimination issues (Joseph et al 2015), HR practices such as succession management capabilities (Tornack and Schumann, 2014), supervisor trust (Erturk, 2014), recognition and achievement (Cinni, 2014), work-life imbalance (Goswami 2014;Zhao and Rashid, 2010), work exhaustion and stress related issues (Armstrong et al, 2015;Maier, et al, 2015;Shih et al, 2013;Calisir et al, 2011;Paige et al, 2008), IT career mobility (Joseph et al, 2012), discrepancy in career anchors (Chang et al, 2012;Jiang, 2011), organizational commitment and professional commitment (Cho and Huang, 2012), job utility (Dinger et al, 2012), personality traits of IT personnel and even user attitudes towards new technology (Maier et al, 2013;Ragu-Nathan et al, 2008). Even though some of the antecedents within the individual, job-related, psychological, organizational and environmental categories can enrich a multilevel analysis (group, unit, and organizational levels) of turnover (Holtom et al 2008;Bartunek et al 2008), they are generally treated as inputs to individual decisions.…”

Section: It Voluntary Employee Turnover: a Critique Of The Single-levmentioning

confidence: 99%

A communicative-tension model of change-induced collective voluntary turnover in IT

Naidoo

2016

The Journal of Strategic Information Systems

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Losing talented IT employees, the most critical strategic resource in IT, during a major organizational change can be catastrophic to the overall performance of the IS organization. This paper develops a multi-layered communicative-tension model of change-induced collective voluntary turnover from a historical case study analysis. A major organizational change at a healthcare insurance firm"s IT unit reveals the presence of three primary communicative tensions: alignment-autonomy, stability-change and expression-suppression. A group of employees, dissatisfied with the negative communicative practices employed by their managers in the midst of these communicative tensions, left the organization. A communicative-tension model of change-induced collective voluntary turnover complements and extends upon prior collective voluntary turnover research by accounting for the organizational change context and broader relational dynamics. This study offers practitioners important insights on how to manage communicative tensions during an IS organizational change to improve IT talent retention.

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Analyzing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention

Cited by 117 publications

References 75 publications

Research on information systems failures and successes: Status update and future directions

Research on information systems failures and successes: Status update and future directions

Technology Acceptance Model, Organizational Commitment and Turnover Intention: A Conceptual Framework

A communicative-tension model of change-induced collective voluntary turnover in IT

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