Factors influencing Use of Human Resource Information System in Nepali Organizations

Abstract

Adoption of Human Resource Information System (HRIS) could be instrumental in gaining competitive advantage to organizations across all sectors. However, the adoption of HRIS is scanty in many organizations, especially in the developing countries. This study attempted to investigate application of Unified Technology Acceptance and Use of Technology (UTAUT) model in the context of adoption of Human Resource Information System (HRIS) in Nepali organizations. It also examined the mediating role of Behavioral Intention for actual use of HRIS. The study further investigated the moderating role of prior exposure for generating actual use of HRIS when behavioral intention already existed. One hundred thirty employees from the Human Resource Unit of different organizations participated in the study. The results showed that three factors - facilitating condition, performance expectancy, and hedonic motivation, generate behavioral intention for adoption of HRIS. The influence of these factors on actual use of HRIS was partially mediated by behavioral intention for adoption. Prior exposure of employees moderated the positive influence of three factors on actual use of HRIS. The implications of the study are discussed and limitations of the study are highlighted.

Factors affecting in-service teachers’ informatization instructional leadership in China

“…This further supports the theory of the Technology Acceptance Model by Davis (1989) in which he stated that ease of use and perceived usefulness determine one's behavioral intention to adopt information technology. This ne w discovery is consistent with the corresponding study proposed by past studies (Fobang, Wamba, & Kamdjoug, 2019;Perera & Jayawardana, 2022;Sair & Danish, 2018;Tamrakar & Shrestha, 2022). In addition, the new d iscovery made by the current study will contribute to teachers' belief that strong behavioral intention to use informatization instructional leadership will produce good performance expectancy, and that effort expectancy will help teachers to produce the behavioral intention to adopt informatization instru ctional leadership.…”

Assessing the Relationship between Technological Factors and the Implementation of Human Resource Information System: A survey in the Municipal, Metropolitan, and District Assemblies in the Upper West Region of Ghana

“…Hence, researchers have discovered many obstacles impeding HRIS implementation, particularly in underdeveloped nations. (Tamrakar & Shrestha, 2022). Ololade et al (2023) determine that the major impediments to efficient implementation of HRIS include management fear, employee privacy concerns, internal organisational opposition and conversion expenses.…”

“…Bensaid, (2023) opined that problem becomes apparent as soon as an information system such as the HRIS is being implemented. Researchers have discovered numerous factors affecting HRIS implementation, particularly in developing nations (Tamrakar & Shrestha, 2022). Parkar et al (2021) indicated that an issue that developing nations have when implementing HRIS systems is the high cost of establishing HRIS systems, constructing sufficient IT infrastructure, purchasing computers that meet the requirements of the HRIS, software maintenance, and hardware maintenance.…”