Previously published as: Work Study
Online from: 2004
Subject Area: Performance Management and Measurement
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|Title:||Antecedents and outcomes of human resource information system (HRIS) use|
|Author(s):||Normalini Md. Kassim, (School of Management, Universiti Sains Malaysia, Gelugor, Malaysia), T. Ramayah, (School of Management, Universiti Sains Malaysia, Gelugor, Malaysia and Department of Information Systems, The University of Melbourne, Carlton, Australia), Sherah Kurnia, (Department of Information Systems, The University of Melbourne, Carlton, Australia)|
|Citation:||Normalini Md. Kassim, T. Ramayah, Sherah Kurnia, (2012) "Antecedents and outcomes of human resource information system (HRIS) use", International Journal of Productivity and Performance Management, Vol. 61 Iss: 6, pp.603 - 623|
|Keywords:||Developing countries, Human resource management, Implementation, Information systems, Innovation, Malaysia, Performance|
|Article type:||Research paper|
|DOI:||10.1108/17410401211249184 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – The purpose of this paper is to test some antecedents and outcomes of human resource information system (HRIS) use in Malaysia.
Design/methodology/approach – A research model based on a questionnaire gleaned from the literature was used to collect data through a purposive sampling technique, whereby only those companies in Penang, Malaysia which are using HRIS were targeted. The data collected were analyzed using structural equation modelling technique with the use of partial least squares approach.
Findings – Results show that four out of the five antecedents are significant predictors of extent of use and that extent of use is significantly related to all five outcome variables. This paper provides further evidence on the appropriateness of using Roger's innovation attributes to measure different dimensions of attitude towards extent of HRIS use and Remenyi's and Zuboff's IT framework to measure the outcomes from the extent of HRIS use.
Research limitations/implications – First, this study cannot be generalized to all other individuals as the respondents are confined to HR professional employees in local services companies and multinational companies. Therefore, the results cannot be generalized to individuals working in other industries. Second, the study's is carried out using a particular type of technological innovation, which is the HRIS system in this case. As such, the research needs to be replicated to examine the robustness of the findings across a wider range of technologies solution and samples.
Practical implications – The findings suggest that information technology (IT) appears to serve as an empowering function for HR professionals, providing a medium in which HR professionals can provide increased value in their work. The paper will help organizations in the implementation or deployment of new information technology products, systems or processes. Organization can now ensure a smoother implementation plan by addressing the attributes of the innovation that will most likely concern its employees.
Originality/value – This paper adds to the existing literature of HRIS antecedents and outcomes in a developing country setting. Although there has been some research on the same issue, the number is very small in comparison to the literature appearing from the developed countries.
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