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The Investigation of Employer Adoption of Human Resource Information Systems at University Using TAM

The Investigation of Employer Adoption of Human Resource Information Systems at University Using TAM

Pınar Göktaş (Süleyman Demirel University, Turkey) and Yakup Akgül (Alanya Alaaddin Keykubat University, Turkey)
Copyright: © 2022 |Pages: 28
DOI: 10.4018/978-1-6684-3873-2.ch057
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Abstract

The new conditions that arise as a result of the transformation of the information society are reflected in many areas, such as the changes in human resources management, especially in the context of human resource information systems (HRIS). HRIS have become an important element in increasing organizational performance and productivity. The primary aim of this chapter is to investigate the employers' adoption for human resource information systems (HRIS) in higher education by using technology acceptance model (TAM). The results of the study revealed that perceived usefulness and perceived ease of use has an important role of employers' attitudes towards using, behavioral intention to use the system, and actual usage of HRIS. A survey was administered, and a sample of 155 academic and administrative personnel at Isparta Süleyman Demirel University were analyzed using SmartPLS version 3.2.7.
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Background

Human Resource Information System

One of the most important changes in human resource management in recent times when the concept of information society and knowledge has been emphasized is the widespread use of human resource information systems (Bayraktaroğlu & Özdemir, 2006:105). Human Resource Information Systems (HRIS) have become an important element in increasing organizational performance and productivity. These systems, initially used to support operational processes related to personnel management and to control operations, are now being used in more sophisticated applications to contribute to competitiveness and to improve the decision-making process (Haines & Petit, 1997).

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