E-HR Adoption in Taiwan: An Exploration of Potential Multilevel Antecedents and Consequences

Abstract

Abstract. E-HR refers to conducting human resources related business transactions electronically and specifically on the internet. This research attempts to investigate e-HR adoption in Taiwan in an integrated model that includes possible antecedents and consequences from a multilevel perspective. Data were collected from human resource professionals in Taiwan. The preliminary correlational analysis found strategic leadership and IT capability as significant firm level antecedents, while role complexity as the personnel level antecedent of e-HR adoption. However, extensive e-HR adoption only contributes to personnel level outcomes such as HR staff's strategic focus and competence as a HR professional.

Nurturing Business Sustainability and Innovation

“…Since the TOE framework is more robust and comprehensive covering both internal and external factors, it has been widely used to analyse the adoption of innovation technology such as an open system (Chau & Tam, 1997), Electronic Data Interchange system (EDI) (Kuan & Chau, 2001), Service-oriented architecture (SOA) (Maclennan & Belle, 2014), radio frequency identification technology (RFID) (Wang, et al, 2010), cloud computing (Alshamaila, Papagiannidis, & Li, 2013;Oliveira et al, 2014;Borgman, Bahli, Heier, & Schewski, 2014;Gangwar et. al, 2015), E-business (Yeh, 2014); Social Customer Relationship management (Ahani, Rahim, & Nilashi, 2017), enterprise applications (Ramdani et al, 2013), Enterprise Resource Planning (ERP) (Ruivo, Oliveira, & Neto, 2014), mobile marketing (Maduku, Mpinganjira, & Duh, 2016), Building information modelling (BIM) (Ahuja, Jain, Sawhney, & Arif, 2016) internet standard adoption (Hovav, Hemmert, & Kim, 2011) and electronic supply chain system (Lin, 2014).…”