HRIS Symbolic Adoption, Its Relationship With Technological Adoption Factors, WLB, and Creativity

Abstract

The study examines the relationship between technology adoption factors (performance expectancy, effort expectancy, and social influence) on employee's creativity and work-life balance. The further study examines the mediating role of the symbolic adoption of Human Resource Information System (HRIS) between the above-stated relationships in small to medium-size IT organizations. A sample of 311 information technology professionals working in small-to-medium organizations has been taken for analysis via a questionnaire method. Structural Equation Modeling results show that symbolic adoption partially mediated the relationship between performance expectancy and creativity. Additionally, it established a partial mediates relationship between performance expectancy, effort expectancy, with work-life balance. The study facilitates the HR department and professionals towards employees' symbolic adoption variable that enhances the acceptance of HRIS technology, employees' creativity, and better work-life balance. Further, detailed research implications and limitation has been discussed.

Breaking Barriers: Unraveling the Complexities of HR Tech Integration

“…The support provided by management, along with resource allocation and the quality of human resources, plays a crucial role in facilitating successful technology adoption initiatives. These findings underscore the critical role of organizational factors in shaping the adoption of HR technology within the Human Resources Department, highlighting the need for fostering supportive cultures, garnering management backing, and ensuring resource commitment to drive successful technology integration efforts (Jain, 2014) (Penpokai, et al 2023) (Srivastava, et al 2022) (Mouakket, et al 2021.…”

“…Firstly, the concept of symbolic adoption of Human Resource Information System (HRIS) emerges as a significant mediator within small to medium-sized IT organizations. This symbolic adoption serves as a crucial link, impacting the relationship between performance expectancy, creativity, effort expectancy, and work-life balance (Srivastava, et al 2022). Secondly, organizational culture emerges as a central determinant, with cultures that prioritize innovation and technological integration being more inclined towards embracing HR technology (Penpokai, et al 2023).…”

“…Furthermore, organizations can significantly influence technology adoption by prioritizing training and development initiatives for their employees (Noutsa, et al 2019). By investing in enhancing employee skills and knowledge, organizations cultivate a culture of continuous learning and improvement, which, in turn, fosters a more conducive environment for the adoption of new technologies within the HR department (Srivastava, et al 2022). These factors underscore the importance of leadership and management support in driving successful technology adoption efforts within organizations, highlighting the need for proactive endorsement, supportive leadership styles, and ongoing investment in employee development initiatives.…”

“…These individual factors collectively underscore the importance of considering employees' perceptions, beliefs, and competencies in shaping the adoption of HR technology within the Human Resources Department. Efforts to prioritize perceived usefulness, streamline ease of use, foster supportive social networks, and enhance HR competencies can significantly enhance employees' readiness to embrace new technologies, driving successful technology integration efforts and ultimately contributing to organizational efficiency and effectiveness (Jain, 2014) (Srivastava, et al 2022) (Penpokai, , et al 2023).…”

“…Training and development programs can help enhance employee competencies and increase their readiness to adopt new technologies (Torres, et al2021). Additionally, factors such as performance expectancy, effort expectancy, and social influence can impact employee creativity and work-life balance, which are influenced by the symbolic adoption of HRIS in small to medium-size IT organizations (Srivastava, 2022).…”