Factors Affecting the Acceptance and Impact of Human Resource Information Systems (HRIS): Evidence from HR Professionals in Libyan Companies

This thesis investigates the attitudes of human resource professionals towards human resource information systems (HRIS) in order to better understand their enablers and effects on individuals and organisations. Focusing on factors influencing HRIS acceptance, the study identifies key dimensions relating to HRIS benefits specifically perceived usefulness and user satisfaction, organisational, social, and technical drivers of acceptance, and the consequences of satisfaction with HRIS for organisational behaviour. Drawing mainly on the theory of reasoned action TRA, the technology acceptance model and the DeLoan & McLean success model, a comprehensive multidimensional model is suggested. Data were collected from companies in the Libyan oil, gas and banking sectors and multivariate analysis was used to test the proposed theoretical framework. The findings show that top management support has a significant impact on perceived usefulness and satisfaction with HRIS. Furthermore, information quality, HRIS flexibility, ease of use, and IT staff support have considerable impacts on satisfaction with HRIS via perceived usefulness. Findings also show that social influence and the number of strategic applications also have a significant influence on user satisfaction. User satisfaction has the strongest impact on affective commitment compared to continuance and normative commitment. The study contributes in two ways. In terms of theoretical value, this study extends and develops theory of technology acceptance by relating social interactions, organisational support, and number of HRIS applications in terms of routine and strategic contexts and organisational behaviour. Second, it expands the technology acceptance model to examine and explain the perceptions and attitudes of HR professionals towards HRIS. There is also a practical contribution as Libya is a developing country characterised by a lack of understanding about technology adoption and the impact of technology on human resources activities. The findings inform top management, HR professionals and IT staff about the current practice of HRIS in a Libyan environment highlighting the variables (enablers and barriers) which can enhance or impede individual and organizational performance