Adoption Factors of Electronic Human Resource Management (e-HRM) in Banking Industry of Bangladesh

Masum, Abdul Kadar Muhammad

doi:10.3844/jssp.2015.1.6

Cited by 21 publications

(36 citation statements)

References 22 publications

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“…They denoted that it can be a foremost hindrance in E-HRM adoption if the end-users don't sufficient understanding of the system functions and features. Sizeable research found that the vital determinant in the effective implementation of E-HRM is the adequate financial support from the firms (Ngai & Wat, 2006;Parsa, 2007;Reddick, 2009;Masum, 2015).…”

Section: Related Workmentioning

confidence: 99%

“…11, No. 21;2015 Environmental determinants describe the area where organizations conduct their business, and include industry characteristics, government regulation, and supporting infrastructure (Oliveira & Martins, 2010;Troshani et al, 2011). Kittipong (2009) demonstrated that industry pressure is environmental determinant and it related with organizational adoption of innovation.…”

Section: Related Workmentioning

confidence: 99%

“…In this study, industry pressure refers to the entire trend, direction of operational practices and extent of competition that drive a firm to adopt technology innovation so that it can achieve competitive advantages and can survive in the industry. According to Teo et al (2007) and Masum (2015), competitive pressure or industry pressure compels a firm to adopt more strategic approach such as decreasing cost, and effectively and efficiently human resource management. Thong (1999) stated that a firm cannot be competitive without effective human resource management.…”

Section: Related Workmentioning

confidence: 99%

“…This model consists of seven variables. These are employee's individual attribute (Delorme & Arcand, 2010;Troshani et al, 2011;Richter et al, 2013), IT infrastructure (Kwon & Zmud, 1987;Hoon Yang et al, 2007;Oliveira & Martins, 2010;Masum, 2015), complexity (Thong, 1999;Rogers, 2003), compatibility (Rogers, 2003;Teo et al, 2007), top level management support (Teo et al, 2007;Altarawneh & Al-Shqairat, 2010;Troshani et al, 2011;Masum, 2015); Industry pressure (Thong, 1999;Teo et al, 2007;Kittipong, 2009;Masum, 2015), and IT expertise (van Veldhoven & Ruël et al, 2004;Voermans, 2007;Masum, 2015).…”

Section: Research Modelmentioning

confidence: 99%

“…11, No. 21;2015 Top level management support is the explored second determinant. This determinant is denoted by 4 variables (Top1, Top2, Top3, and Top4).…”

Section: Determinants Extractionmentioning

confidence: 99%

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Determinants that Influencing the Adoption of E-HRM: An Empirical Study on Bangladesh

Masum¹,

Kabir²,

Chowdhury³

2015

ASS

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Nowadays, information systems (ISs) have tremendous impact on processes and practices of human resource management (HRM). Realizing the effectiveness and efficiency of ISs, now, human resource (HR) managers are reliant on electronic human resource management (E-HRM) -an information system to accomplish HR activities. This system is implemented to reduce the administrative burden for HR professional thus they can deliver better services to firm's stakeholders (e.g., employees, managers). If the E-HRM is not adopted properly, management of human resource in an organization cannot work smoothly. This paper aims at exploring the determinants that influence the adaptation decision for E-HRM among firms in Bangladesh. This study developed research framework based on the theoretical foundation and previous literature in order to better investigate the relationship between individual, organizational, technological, and environmental determinants, and E-HRM adoption. A total number of 331 respondents were considered from forty six large scale private sector organizations in Bangladesh using stratified random sampling. Employees of the organizations responded a close-ended questionnaire based on a 5-point Likert scale. Here, data was analyzed by statistical tools, for example, descriptive statistics, and factor analysis. They study found top level management support, employee's individual attributes, system complexity, IT infrastructure, and industry pressure as the most influential determinants that influencing the adoption decision for E-HRM. Limitations and policy implications are discussed at the end of this paper. The scope of future studies is also addressed.

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Section: Related Workmentioning

confidence: 99%

Section: Related Workmentioning

confidence: 99%

Section: Related Workmentioning

confidence: 99%

Section: Research Modelmentioning

confidence: 99%

“…11, No. 21;2015 Top level management support is the explored second determinant. This determinant is denoted by 4 variables (Top1, Top2, Top3, and Top4).…”

Section: Determinants Extractionmentioning

confidence: 99%

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Determinants that Influencing the Adoption of E-HRM: An Empirical Study on Bangladesh

Masum¹,

Kabir²,

Chowdhury³

2015

ASS

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HR technology goal realization: predictors and consequences

Florkowski

2020

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PurposeDrawing on the HR technology (HRT) and information systems (IS) literatures, this study seeks to identify macro-level factors that influence the performance of HRT systems. A second objective is to assess the relative contribution that HRT goal realization makes to organizational satisfaction with HR services.Design/methodology/approachThis investigation draws on a web-based survey of 169 US and Canadian firms targeting HR executives as key informants. Structural equation modeling (SEM) tested the roles that organizational support, capabilities and aspects of the environment play in technology goal attainment and collective satisfaction with HR services. Exploratory factor analysis (EFA) evaluated the properties of several key scales and supported their usage. Moderated regression analysis further assessed whether HRT age influenced certain relationships.FindingsAs predicted, system goal realization was positively related to the level of support from an HRT champion and an HR innovation climate, while being negatively related to HRT mimetic isomorphism. HR service satisfaction, in turn, was positively related to HRT goal realization, the HR innovation climate and HR environmental munificence. It also was determined that HRT champions had a stronger positive impact on goal realization for younger technology portfolios. This too was expected.Research limitations/implicationsExternal validity would be strengthened by not only increasing sample sizes for the USA and Canada, but also targeting more nations for data collection. The model's explanatory power may also be enhanced by improving the measurement of several predictors (e.g. top management support, absorptive capacity), as well incorporating constructs that focus on users (e.g. group potency, collective efficacy).Practical implicationsThese findings underscore the need to proactively screen and structure the surrounding environment to facilitate portfolio success. Greater emphasis must be placed on (1) identifying and empowering HRT champions, (2) fostering an innovation climate in the HR function and (3) conditioning HRT purchases on “mindful” adoption. Doing so should not only increase the prospects of realizing goals, but also elevate satisfaction with HR services.Originality/valueThis is the first study to formally assess the effects that organizational and environmental context have on overall HRT systems performance. Prior research has focused on linking the local conditions of individual users to their perceptions and usage of HR technologies.

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Examining Adoption of Electronic Human Resource Management From the Perspective of Technology Organization Environment Framework

Alam

Islam

2021

IEEE Eng. Manag. Rev.

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Adoption Factors of Electronic Human Resource Management (e-HRM) in Banking Industry of Bangladesh

Cited by 21 publications

References 22 publications

Determinants that Influencing the Adoption of E-HRM: An Empirical Study on Bangladesh

Determinants that Influencing the Adoption of E-HRM: An Empirical Study on Bangladesh

HR technology goal realization: predictors and consequences

Examining Adoption of Electronic Human Resource Management From the Perspective of Technology Organization Environment Framework

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