Antecedents of User Acceptance of Electronic Human Resource Management Systems (e-HRM) at SEAT

Abstract

This research investigates factors that impact the use of electronic human resource management (e-HRM) systems at SEAT, a car manufacturing firm of the Volkswagen Group. This study builds on the unified theory of acceptance and use of technology to analyze the relationships between user acceptance of e-HRM systems and its antecedent factors, namely performance expectations, ease of use, social influence, and facilitating conditions. The empirical study takes advantage of how employees at SEAT use a new e-HRM system implemented by the human resource department in the context of a business digitization strategy. One hundred and sixty-nine employees at SEAT were conveniently sampled to bring light to the most influential predictors of e-HRM user acceptance. Hierarchical multiple regression shows that performance expectations and ease of use have positive relationships towards acceptance of e-HRM technologies. In addition, this research provides some practical implications to guide HR professionals on the implementation of e-HRM systems.

Disruptive human resource management technologies: a systematic literature review

“…Facilitating c onditions and E-HRM: The facilitating conditions are factors for E-HRM use (Vazquez and Sunyer, 2021). Thus, creating more facilitative conditions aids E-HRM use.…”

“…, 2021). Instead, perceived ease of use contributes to E-HRM implementation (Rathee and Bhuntel, 2021; Vazquez and Sunyer, 2021). These findings reveal that perceived ease of use determines E-HRM intention and adoption.…”

“…Additionally, organisational agility (Hamidianpour et al. , 2016), better talent attraction, acquisition and development (Vazquez and Sunyer, 2021), and corporate sustainability (Alkhodary, 2021) are outcomes of E-HRM.…”

“…Digitalisation and E-HRM: Some researchers have referred to the E-EHM as the "digitalisation of HRM." They have found determinants (performance expectations, ease of use, social influence and facilitating conditions) affecting E-HRM use (Vazquez and Sunyer, 2021).…”

“…Besides, the perceived ease of use helps E-HRM user satisfaction, which in turn helps the intention of E-HRM (Rawashdeh et al, 2021). Instead, perceived ease of use contributes to E-HRM implementation (Rathee and Bhuntel, 2021;Vazquez and Sunyer, 2021). These findings reveal that perceived ease of use determines E-HRM intention and adoption.…”