The Structural Relationship Between Organisational-Information System Related Support, Technology Self-Efficacy, And End-User Satisfaction With E-HRM

Abstract

The study investigated the structural relationships between organisational information system (IS)-related support and end-user satisfaction with electronic human resource management (E-HRM) in government agencies in Malaysia, called human resource management information system (HRMIS). The moderating effect of technology self-efficacy on the relationships was also examined. A purposive sampling technique specifically judgment sampling was used to recruit participants in 14 state governments and ministries. To collect data, 990 questionnaires were distributed, of which 490 were used for data analysis. The results showed that of four dimensions of organisational IS-related support, only literacy support, technical support, and technology involvement support had significant and positive relationships with end-user satisfaction with HRMIS. Innovation support did not show any significant contribution. Unexpectedly, technology self-efficacy did not demonstrate any moderating effect, suggesting that organisational IS-related support is more crucial than prior computer skill to ensure the effective implementation of HRMIS in government agencies in Malaysia. The theoretical and managerial implications of the results are discussed.

Disruptive technologies for human resource management: a conceptual framework development and research agenda

“…Additionally, analysis of terms less than five occurrences in abstracts found other types of support. They include organizational information system (IS)-related support (Ibrahim et al. , 2019) and web-based technological innovations (Bissola and Imperatori, 2013).…”

“…Communication technology infrastructure development is essential in implementing the E-HRM. Thus, communication technology support (Rathee and Bhuntel, 2021), organizational IS-related support (Ibrahim et al, 2019) and web-based technological innovations (Bissola and Imperatori, 2013) is also a determinant of E-HRM adoption. Otherwise, the expected outcome and the interest in the E-HRM will be reduced.…”

“…Thus, communication technology support can be treated as a facilitative condition. They include communication technology infrastructure (Mathieson, 1991), such as IS-related support (Ibrahim et al, 2019), fast Internet connectivity, web-based technological innovations (Bissola and Imperatori, 2013) and mobile technologies (Waddill, 2018) can be treated as facilitative conditions. Thus, they cause disruptive technology for HRM adoptions.…”

“…They include organizational information system (IS)-related support (Ibrahim et al, 2019), fast Internet connectivity and web-based technological innovations (Bissola and Imperatori, 2013) or, in other words, providing communication technology infrastructure (Mathieson, 1991). Empirical research mentioned in cluster 2 (green cluster) reveals that the use of communication technology organizational IS-related support (Ibrahim et al, 2019) and web-based technological innovations (Bissola and Imperatori, 2013) (Waddill, 2018). Thus it can be deduced that communication technology support has a causal relationship with the adoption of disruptive technologies for HRM.…”

Disruptive human resource management technologies: a systematic literature review

“…Web-enabled access (Strohmeier and Kabst, 2012), Internet access, availability of separate HR sections, basic computer skills and fear of unemployment (Dilu et al, 2017), influence successful HRIS implementation. Additionally, organisational support (literacy, technical and technology involvement support) influences successful HRIS implementation (Ibrahim et al, 2019).…”