The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

Abstract

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

Factors influencing Use of Human Resource Information System in Nepali Organizations

“…Use of HRIS releases HR staff from regular transactional duties while enabling them to focus on strategic duties (Ferdous, Chowdhury & Bhuiyan, 2015). Automation of HR processes has a direct impact on employee performance (Al-Dmour, 2022) as well as turnover intention of employees (Maier, Laumer, Eckhardt & Weitzel, 2012) and job satisfaction (Maamari & Osta, 2021) because of increased efficiency in HR processes. Studies (e.g., Alwis 2010) also indicate that the role of HR has been shifting from the traditional role of administrator to the role of strategic partner and change agent after the adoption of HRIS in organizations.…”

Human Resource Professionals' Intention to Use and Actual Use of Human Resource Information Systems

“…In this regard, a comprehensive understanding of dominant factors and a positive attitude towards new technologies are prerequisite conditions for embracing tech-based system adoption (Hasan, Hoque, Chowdhury, Mohib, & Ahad, 2020). In developing countries, manufacturers and service providers are now showing immense interest in the adoption and implementation of HRIS due to its overwhelming effect on firms' overall operational excellence and obtaining strategic advantages from the use of HRIS over their competitors (Al-Dmour, 2020;Hosain et al, 2020). This paper paves the way for today's business organizations in terms of understanding the leading influential antecedents and current status of HRIS adoption in the manufacturing and service industry from the perspective of an emerging economy in South Asia.…”

“…Organizations in advanced countries have long been aware of HRIS and intensified their adoption of it by recognizing its short-and long-term benefits, whereas developing countries have acute limitations to their adoption of HRIS due to diverse socio-economic factors (Heikkilä, Brewster, & Mattila, 2014;Noutsa, Kamdjoug, & Wamba, 2017). However, academics, researchers, and entrepreneurs in developing nations are now showing great interest in identifying the dominant behavioral antecedents to the adoption and implementation of HRIS by understanding the extent of its state-of-the-art application in organizations (Al-Dmour, 2020). HRIS is a technology-driven information system that assists in collecting, accumulating, maintaining, retrieving and disseminating an organization's HR information, allowing it to perform its HR functions in an integrated way (Kavanagh & Johnson, 2017).…”

Analysis of Factors Affecting Employee Performance at Pizza Hut Delivery With Employee Involvement as a Mediating Variable

“…Employee contribution in the company, how employees can perform their duties and responsibilities effectively and efficiently. Provide the best possible performance and results within the company (Al-Dmour, 2020).…”