HRIS Mediating Role the Relationship between TOE and Decision Making

Abstract

Decision making plays an important role in organizations. It is the most important activity that managers do. Studies have extensively tackled the importance of decision-making process Yet, determining the main factors that affect decision making and the role of Human Resources Information Systems (HRIS) as a mediator has received negligible attention, especially in the Egyptian context. Accordingly, the main subject of this paper is to examine the effect of the implementation of the TOE model based on the three contexts; technology (competitive advantage, complexity, compatibility, security and trust), organization (senior management, readiness, technology, maturity and performance), environment (competition, telecommunications infrastructure, internet service provider, business partner support and business partner pressure) on the process of informed decision-making mediated by HRIS in the higher education institutions sector namely Arab Academy for Science and Technology and Maritime Transport (AASTMT). The study reviews literature, identifies key constructs, develops hypotheses and proposes a research framework. A structured questionnaire was also adopted and adapted to understand the employees' perspectives. Questionnaires were distributed to over 500 employees, 400 of which were returned and considered valid. Descriptive Statistical analysis was conducted using SPSS. The research framework has the potential to contribute to the body of knowledge, and therefore improve the decision-making process to attain better quality of job life.

AI adoption in recruitment and selection: exploring different factors of TOE model in Pakistan

“…Among the determinants, "Big data quality" emerged as the most impactful, while "trading partner pressure" was found to be the least influential determinant. (Samy, Aziz, Tarek, & Ismail, 2023) investigated the impact of deploying the TOE model within three distinct contexts: technology (comprising competitive advantage, complexity, compatibility, security, and trust), organization (encompassing senior management, readiness, technology, maturity, and performance), and environment (including competition, telecommunications infrastructure, internet service provider, business partner support, and business partner pressure). In their study, this examination centers on its influence on the process of informed decision-making, with HRIS acting as a mediator.…”

Assessing the Relationship between Technological Factors and the Implementation of Human Resource Information System: A survey in the Municipal, Metropolitan, and District Assemblies in the Upper West Region of Ghana

“…HRIS is a computer software designed to simplify and accelerate the HR management process as well as increase its quality through automation of fundamental objectives and operations in a business (Shaikh & Sayyed, 2018). According to Samy et al (2023), HRIS "is an umbrella term that is used interchangeably when people refer to one or more forms such as e-HRM, Human Resource (HR) intranet, web-based HR, computer-based HRIS, virtual HR and HR portals. Singh et al (2022) also defined HRIS as "the most important transaction processor, editor, record keeper and functional application system which lies at the heart of all computerized HR work."…”

“…The essence of the HRIS application was to enable the Local Government Service Secretariat (LGSS), the Regional Coordinating Councils (RCCs) and the MMDAs to make effective and efficient HRM decisions based on credible, reliable and dependable data emanating from the local level (Kessey, 2015). Samy et al (2023) defined HRIS as "the umbrella term that is used interchangeably by people to refer to one or more forms such as: electronic Human Resource Management (e-HRM), HR intranet, web-based HR, computer-based HRIS, virtual HR, Human Resource Management Information System (HRIS) and HR portals." HRIS is described as the collection of databases, computer applications, hardware, and software required to collect, store, manage, and manipulate HR data (Sharma et al, 2023).…”