Determinants of Operational e-HRM Adoption Behavior of the Firms in Sri Lanka: An Integrated Model

Abstract

Compared to firms in developed economies, e-HRM adoption of firms in emerging economies indicates relatively a slow adoption rate, as they experience specific challenges pertaining to e-HRM implementation. This study explores the determinants of operational e-HRM adoption behaviors of the firm in emerging economies, Sri Lanka. To realize the objective, this study develops an integrated model to explain operational e-HRM adoption behavior of firms incorporating innovation, individual, organizational, and environmental contextual factors. The research model was built by integrating Diffusion of innovation theory (DIT) and Theory of Planned Behavior (TPB). Data were collected through self-administered questionnaire employing three types of data collection tools: mail survey, personal interviews, e-mail survey. Data were collected from 212 firms. PLS-SEM used to test the research model due to its complexity, non-normal data distribution, and sample size requirements. Findings revealed that all the innovation context variables excluding trialability determine the intention of operational e-HRM adoption. Subjective norm of profession was a significant driver of explaining the intention of operational e-HRM adoption. Competition which was specified under environmental context also found empirical support. When it comes to organizational context financial resource, top management support found as significant driver of predicting extent of operational e-HRM adoption. Moreover, as TPB proposed, this study found