This study examines the key factors that have impact on the successful adoption of Human Resource Information System (HRIS) within the Aqaba Special Economic Zone Authority (ASEZA)/Jordan. In order to accomplish the purpose of the study four critical factors are inquired . So, four critical factors are inquired: First, TAM Model (Perceived Ease of Use (PEOU) and Perceived Usefulness (PU)). Second, Information Technology Infrastructure (ITI). Third, Top Management Support (TMS). Finally , Individual Experience with Computer (IEC). The research model was applied to collect data from the questionnaires answered by 45 users of HRIS as a source of primary data, based on a convenience sample the response rate was about 91%. In addition, the results were analyzed by utilizing the Statistical Package for Social Software (SPSS). Furthermore, the findings were analyzed; multiple Regression analysis indicated that all research variables have significant relationship on successful adoption of HRIS. The findings indicated IT infrastructures have a positive and significant effect on the successful adoption of HRIS. But there is no significant of PU, PEOU, TMS, and IEC on the successful adoption of HRIS. Finally, the results indicated that no significant statistical differences of demographic characteristics on HRIS adoption. Depending on the research ’ s findings; the researchers proposed a set of recommendations for better adoption of HRIS in SEZA.
Now we live in the information age, where the explosion of knowledge, and flows of information, Global businesses seek to improve or maintain their competitiveness in the increasingly challenging global market place. Information systems are often used as a tool to improve customer service, shorten cycle times and reduce cost [
HRIS support planning, administration, decision-making, and control. The system enhances applications such as employee selection and placement, payroll, pension and reimbursement management, ingestion and training projections, career-pathing, equity monitoring, and productivity evaluation. These information systems increase administrative efficiency and produce reports capable of improving decision-making [
The problem of this study to identify the main factors that have a strong effect on HRIS’s implementation in the context of ASEZA, So the more influential factor has been requested for successful implementation HRIS to accomplish ASEZA functions in a perfect way can be determined through the research answers, so the aim of this study is to provide answers to the following questions:
1) What are the influences of (PEU and PU) toward HRIS’s successful adoption?
2) Is Information Technology Infrastructure (ITI) influences on HRIS’s successful adoption in the context of ASEZA?
3) What is the impact of Top Management Support (TMS) on HRIS’s successful adoption?
4) Does the Individual Experience with Computer (IEC) have impacts on HRIS’s successful implementation?
The significant of this study taken from these core points:
1) The importance of this study derived from the importance of HRIS, it is as the backbone of every organization and especially ASEZA, HRIS which holding the human element aspect that is the neural cell for successful or frailer any organization.
2) The empirical research which conducted in HRIS’s adoption is Limited in quantity, this will add a uniqueness for this study which may become the basic foundation for other researches in this atmosphere.
3) The theoretical frame work is structured on work has already done which added to the solid foundation of existing knowledge derived from large organization such as ASEZA.
4) The results can be implemented in other situations which seeking for better HRIS’s performance.
1) To test whether TAM’s with its tow terms (PEU and PU) accept or reject HRIS’s adoption.
2) To examine the impact of the information system infrastructure on HRIS’s successful adoption in the context of ASEZA.
3) To investigate the influence of top management support on HRIS’s successful adoption.
4) To examine the impact of individual experience with computer on HRIS’s successful adoption.
Recent developments in technology have made it probable to make a real-time information-based, self-service, and interactive work environment. Personnel Information Systems have developed from the automated employee recordkeeping from the 1960s into more complex reporting and decision systems of late [
Hendrickson [
From the above definitions the researchers deducted that HRIS is “a comprehensive process for all employees’ affairs in the institution including that HRIS is responsible for labor force tasks, needs, and improvements for a healthy work environment”.
According to Dennison [
HRIS represents a great investment decision for organizations of all sizes, Leadrer [
Computerized HRIS function enable faster decision making development, planning and administration of HR because data is much easier to store, update, classify and analyze. Beyond cost reduction and productivity improvements, HRIS potentially and fundamentally affect revenue channels.
Ideally, with an appropriate use of HRIS, less people should be needed to perform administrative tasks such as record keeping and more time will be made available for HR managers to assist by providing data at strategic level.
Function of HRIS is established to enable the information system in taking of procedures and policies used to manage the firm’s human capital as well as the procedure required to operate the computer hardware and software applications [
The wide range of literature on the adoption of (IS) or (IT) innovations by individuals has mainly used a variance approach, focusing on individual, organizational and technological factors that influence the level of adoption [
For this research purpose, Lee et al. [
Furthermore, Direz and Mclntosh [
Also, Calisier and Calisier [
Cunha and Cunha [
To study the main factors influencing successful adoption of HRIS the researchers relies on previous studies, the TAM model and his observations in building the proposed model below. The dependent variable in this research is the successful adoption of HRIS, while the independent variables are PEOU, PU derived from the TAM model, top management support, IT Infrastructure and Individual Experience with Computer.
To test the strength of the model shown in
H01: There is no statistical significant impact for the system’s PEOU on the successful adoption of HRIS within the context of ASEZA.
H02: There is no statistical significant impact for the System’s PU on the successful adoption of HRIS within the context of ASEZA.
H03: There is no statistical significant impact for the TMS on the successful adoption of HRIS within the con-
text of ASEZA.
H04: There is no statistical significant impact for individual computer experience on the successful adoption of HRIS within the context of ASEZA.
H05: There is no statistical significant impact for IT infrastructure on the successful adoption of HRIS within the context of ASEZA.
Survey approach is used in this research. Because this study depends on documentation of previous studies for developing conceptual model, formulation hypotheses and conducting the results [
The research population exclusively concerns the Directorate of Human Resources (HR) in ASEZA. The total number of the HR is 49. The research population consists of 49 employees in Human resources directorate; 49 total number in sample, 45 total number of responses. However, according to the Neuman [
The researchers chooses Directorate of Human Resources which consist of 1 top manager, 4 head of department and 44 employees; The researchers choose the whole population to distribute the questionnaires across them because the size of population is small and all of them deal and interact daily with HRIS to perform various functions that associated with staff of ASEZA, So the researchers saw that HR’s staff is the most capacity of ASEZA employees for getting actual and basic required data in quickly and effectively way. The researchers distributed 49 questionnaires, all the questionnaires are filled, returned and valid for analysis. The researchers left the employees alone to fill the questionnaires to avoid any bias or confusion.
The research methodology consisted of primary and secondary sources:
• Secondary sources included computer searches on academic databases such as since direct databases, ACM (DL) digital library, Wiley online library, reviewing relevant book, and previous studies which is related to the research’s topic.
• Primary data gathered through distribution of questionnaires which contain the vital important variables; done by the researchers on order to obtain the relevant data.
The researchers designed the questionnaire with structure serves the research’s purpose and includes the specific related factors which will be analyzed by gathered data through the questionnaire. The questionnaire is divided into 2 main sections: the first section includes gender, age, job description, experience and educational level; the second section includes 20 items which measuring the successful factors of HRIS and the affecting factors: (PEOU, PU, IT infrastructure, TMS, and ICE). The five-point Likert scale was employed in order to explore the employee’s views. Likert scales were used in the second section to attain the information. A five-point scale is used to test the (PEOU, PU, IT infrastructure, TMS and ICE) that have impact the successful adoption of HRIS.
The researchers used the Statistical Package for Social Science (SPSS) to analyze the data. To test the hypotheses of the research; the researchers uses these data analysis methods (Independent sample t-test, one-way ANOVA, Descriptive statistics, Cronbach’s Alpha and Correlation of item-to-total). Constancy factor was calculated according to (Cronbach Alpha) for internal correspondence of total formulation and for each variable with all dimensions. The questionnaire was distributed to 5 subjects outside of the sample, the results as shown in
Percentage of respondents according to their gender 53.3% of the respondents were males and 46.7% were females.
Percentage of respondents according to their age: There are 15.6% of respondents their age range was 20 - 26 years old, and 44.4% of respondents were between 26 - 31 years old, 20% of age respondents between 32 - 37 years old, 8.9% between 38 - 43 years old and more.
Percentage of respondents according to their educational level: 8.9% have secondary stage education; 15.6% have college diploma degree; 15.6% are B.A. holders; and 11.1% are masters.
Percentage of respondents according to their experience: 15.6% of the respondents had 3 years of experience and less. 15.6% of the respondents had an experience that ranged from 7 - 9 years. 8.9% of the respondents had an experience that ranged from 10 - 12 years. 24.4 of respondents had 12 years and more of experience. 35.6% of the respondents had experience from 4 - 6 years, which indicates that most of the human resource directorates have low experience.
Hypotheses TestingThis part deals with hypotheses testing. The hypotheses were tested using t-test and multiple regression analysis, in order to determine if know if either there is an impact of independent variables; PEOU, PU, TMS, IT Infrastructure and IEC on Successful Adoption of HRIS as the dependent or not. According to the Decision rule, factors: “accept” the null hypothesis (H0) if calculated value (t-calculated) is less than critical value (t-tabulated) and “reject” (H0) if resultant value is greater than critical value. Also, “0.05” level of significance was used to analyze the collected data. According to the Decision rule: “accept” null hypothesis (H0) if the significance level (α)
of the question is greater than 0.05 significance level, and “reject” (H0) if the significance (α) level equals or is less than 0.05 [
As shown in the results of
Based on the results shown in
Based on the results shown in
In
Statistically significant at the level of significance.
it was found that there is no significant statistical difference between respondent’s perceptions towards HRIS adoption in terms of their (gender, age, education level, experience).
The findings indicated that the employees in ASEZA related the successful HRIS adoption based on IT infrastructure. These results are similar with the findings of previous studies. The research’s aim and the hypotheses testing in chapter fourth researchers have exposed the following conclusions:
5.1.1.1. Perceived Usefulness The research accepted H01.1. This is due to the fact that HRIS in ASEZA is suffered from many problems, so that the employees in HR’s directorate do most of their tasks through excel program .So they don’t gain benefits from HRIS, so PU does not have any effect on the successful adoption of HRIS. In contrast [
5.1.1.2. Perceived Ease of Use H01.2 also is accepted by this research and this depends on the respondents that see the system’s PEOU does not have any effect on the successful adoption of HRIS. In contrast, Bueno and Salmeron [
5.1.1.4. Top Management Support The researchers arrived that TMS has no effect on the successful adoption of HRIS in ASEZA, hence H03 is accepted, and this result is related to the respondents’ personal responses which exposes the highest percentage of refused ASEZA’s Top Management strategies. Though TMS is critical variable for adoption of new IS, because it is supported tool for the employees to encourage them to deal with HRIS effectively as found in Law and Ngai study [
5.1.1.5. Individual Experiences with Computer The research accepted H04, although the researchers believes it has impact on any new IS dealing and interacting which reflected on its adoption. That some factors that generated by Individual Experience with Computer such as familiarity, anxiety, taking training courses and the age of the individuals have impact on HRIS, as what is arrived by McDonald, [
1) IT infrastructure has a positive effect on the successful adoption of HRIS context of ASEZA.
2) The remaining factors (PU, PEOU, TMS, and IEC) and demographic characteristics) have no effect on the successful adoption of HRIS in the context of ASEZA.
3) The researchers noticed that HRIS doesn’t perceive usefulness or supporting for the employees of human resource directorate, they can working without it by using other programs such as excel.
4) The researchers noticed there is no clear gap between senior management and the employees of human resource directorate that might be resulted from poor communications or misperception of ASEZA’s strategies, which creates unsatisfaction for top management roles and visions.
5) There is a strong foundation of IT infrastructure in ASEZA which contributes in successful IS application.
1) Holding Regular meetings between senior management and staff of human resource directorate in ASEZA to clarify the vision and defining the functions of both parties.
2) ASEZA must setup HRIS with high operational capabilities to enhance services providing and increase the performance level of the employees.
3) ASEZA has to pay much attention to establish qualified and specialized IT team who are able to deal with any malfunction continuously in effective way.
4) ASEZA should prepare manual references for the employees of human resource directorate which enable them to interact with HRIS step by step in logical and critical manner as starting point for successful adoption of HRIS.