Conditions for successful human resource information systems

Examining the Role of Social Influence, Usefulness and Ease of Use for Determining the Mandatory Use of a Human Resource Information System in the Context of Saudi Ministries

“…searching for specific information), the more likely the system Legend: γ: Standardised regression weight; PEOU: Perceived Ease of Use; PU: Perceived Usefulness; SI: Social Influence; U: Use; US: User Satisfaction; Significance: *p<0.05, **p<0.01, ***p<0.001 will be used more. This result is in line with findings from previous studies on technology acceptance (Brown et al, 2002;Haines and Petit, 1997;Hsieh et al, 2007;Venkatesh and Davis 2000). Perceived usefulness was also found to be important to the system users as they have to use the system.…”

“…Perceived usefulness was also found to be important to the system users as they have to use the system. So, the more users that find this system a useful tool to get their work done in good time and in an efficient manner, the more they will use and become fully dependent on it; such a finding is consistent with previous researches (Haines and Petit, 1997;Teo et al, 2007). Social influence also was found to have an anticipated effect on the use of the system due the mandatory environment as well as the Saudi culture, which is consistent with previous findings relating to other systems (Al-Gahtani et al, 2007;Chan et al, 2010;Venkatesh and Davis 2000).…”

“…This construct has the strongest predictor of the use of HRIS in previous studies in organisational context (Haines and Petit, 1997;Teo et al, 2007). It has also been found to have an important effect on user satisfaction in mandatory settings (Adamson and Shine, 2003;Lee and Park, 2008).…”

The use of human resource information systems: a survey

“…Scase, 1995), an additional module is an additional expense, rather than an investment. So despite Haines and Petit's (1997) dismissal of size as an important factor in HRIS usage for larger organizations, this survey lends support to the influence of organization size and HRIS usage for the smaller organization.…”

“…The former, in arguing that HRIS use produced and reproduced HRIS use culture, identified four distinct, pervasive and empirically grounded cultural views of HRIS usage.``Computer jock phobia'' referred to the tendency for mainstream HR practitioners to ghettoize the department's``computer guru'' (Torrington and Hall, 1989), and hence justify the non-acquisition of HRIS skills for themselves.`G radual automators'' use of HRIS is characterized by the time and efficiency savings in computerization of the HR function, which also refers to the type of observed usage in the UK.``Corporate HRIS resistors'' who claim ignorance of HRIS, and``Information brokers'', who conform with the type of roles for HR envisioned by Wiley (1992) and Torrington and Hall (1989), were the other cultural types identified. This complements Kinnie and Arthurs's (1996) examination of other contextual factors such as departmental structure (in the presence of an HR director), power and politics (referring to the HR department's holding of key information, and its pursuit of a cost reduction strategy to satisfy business aims) and HR practitioners' IT skills (confirmed by Haines and Petit, 1997) as enabling factors in HRIS usage per se. In the light of the above, the following section now presents the research questions addressed by this paper.…”