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The purpose of this study was to develop and empirically examine a model of cloud-based human resource information systems (HRIS) adoption by small businesses based on the technology–organization–environment model (Tornatzky & Fleischer, 1990).

This study utilized a survey of 41 small- to medium-sized enterprises in the northeastern United States to examine what HR functions were being supported by cloud-based HRIS and the relationship between three technology factors, three organizational factors, and three environmental factors, and their relationship with the adoption of cloud-based HRIS.

Findings indicated that small businesses are most likely to implement cloud-based HRIS to support day-to-day HR operations. In addition, the findings indicated that top management support (positive), vendor support (positive), and anticipated growth (negative) were each related to organizational adoption of cloud-based HRIS.

The study illustrates how the adoption of a cloud-based HRIS is motivated by different factors than those underlying the adoption of other types of information systems. Executives and small business owners will need to adapt their strategy when considering cloud-based HRIS compared to other types of systems.

Given that small- to medium-sized organizations are the backbone of most global economies, findings from this study can help support society by helping these businesses better understand how to best consider the factors that will support the implementation of cloud-based HRIS.

This chapter represents one of the first to empirically validate a model of the factors affecting adoption of cloud-based HRIS by small businesses.

Human resources information systems (HRIS) are becoming increasingly important in helping modern organizations manage their human assets effectively. Yet, HRIS adoption remains an under‐researched phenomenon. The purpose of this paper to isolate the factors that influence the organizational adoption of HRIS in public sector organizations.

Adopting the technology‐organization‐environment model as an analytical framework, the paper draws on qualitative evidence from 16 interviews across 11 Australian public sector organizations.

The authors find that champions in public sector organizations should demonstrate HRIS benefits before their adoption can succeed. With standardization trends adopted by HRIS vendors, complete organizational fit between adopted HRIS and business processes may be elusive for adopters suggesting that post‐adoption vendor support must be negotiated if costly customizations are to be minimized. In addition to various organizational factors, including management commitment and human capability, the authors also find that broader environmental factors including regulatory compliance can have a deep impact on the success of HRIS adoption by creating urgency in adoption intentions.

There is paucity of research concerning HRIS adoption in the public sector which presents unique challenges due to its idiosyncrasies. This paper contributes to the existing body knowledge by investigating the role of technological, organizational, and environmental factors and their interactions. It provides an improved understanding of the challenges related to HRIS adoption in public sector organizations.

This paper aims to propose a user adoption model of human resource information system (HRIS) in the Jordanian public sector by integrating the task technology fit (TTF) model and the unified theory of acceptance and usage of technology (UTAUT).

Using a quantitative approach, survey data were collected using an online survey from employees working in four different public organizations in Jordan, and structural equation modelling has been used to validate the research model.

The study found that among the constructs of the UTAUT model performance expectancy, social influence and facilitating condition have a significant effect on users’ behavioural intention to adopt HRIS. Furthermore, the results also reveal that effort expectancy has an insignificant effect on adoption behaviour. The findings also show that all TTF hypotheses were supported by the data collected. Both task characteristics and technology characteristics have a significant effect on the TTF construct, which further determines users’ adoption behaviour.

These findings contribute to the extant academic literature and have practical implications, improving the understanding of the HRIS adoption and use in public sector organizations.

This paper aims to analyze the adoption process of human resource information systems (HRIS) from a supply-side perspective emphasizing the practices of HRIS vendors and consultants. It aims to counterbalance the existing literature on HRIS, which has overwhelmingly studied HRIS adoption from the customer organization's viewpoint, hence systematically downplaying the active role of vendors and consultants in adoption processes.

The research has been conducted on the HRIS market of the Benelux (Belgium–The Netherlands–Luxemburg) from a constructionist and exploratory perspective. The structure and dynamics underlying the market are gradually unveiled through open interviews with HRIS vendors and consulting firms (n = 22).

The paper reveals how the social shaping of HR innovations takes place and identifies nine types of pressures exerted by HRIS vendors and consultants on customer organizations: assessing, advising, advertising, case-building, demonstrating, configuring, accompanying, sustaining and supporting. Taken together, these pressures demonstrate the systematic presence and active role of external actors throughout the adoption process of HRIS within firms.

It is suggested that further supply-side studies of innovation diffusion processes of HRIS should be conducted to complement the existing, demand-side literature. In this view, emphasis should be set on technology providers and their ongoing interactions with customer firms.

The analytical precedence given to supply-side actors allows to conceptualize HRIS adoption as the dynamic result of negotiations between three groups of actors (HRIS vendors, HRIS consultants and customer firms), hence resulting in a more comprehensive and holistic view of HRIS adoption processes.

This study investigates the psychological adoption of technology in relation to employees' mental beliefs about using technology in their workplace, because it is necessary to investigate the direct and indirect effects of information systems (IS) on employees' work-related results that underpin creativity and engagement.

Using a cross-sectional design, data were collected from 153 human resource (HR) employees who used human resource information systems (HRIS) in small- and medium-sized enterprises (SMEs) in Malaysia.

The results show that effective acceptance and adoption of an HRIS enables HR employees and management in SMEs to be creative, balanced and engaged. Facilitating conditions and task-technology fit positively affect the behavioral intention to accept and adopt an HRIS. Additionally, organizational citizenship behavior moderates the relationship between the behavioral intention to accept and adopt an HRIS and employee creativity.

This study significantly advances the fields of human resource management and IS by elucidating the factors influencing employees' adoption of technology. In an effort to address a research gap in existing research, it introduces a unified theory of acceptance and use of technology, which precedes the psychological adoption process by individuals. Furthermore, it offers both empirical and theoretical insights into the interplay between technology adoption factors and their subsequent impact on work-related outcomes.

The purpose of this paper is to find the applications, advantages and challenges of human resource information system (HRIS) from different sectors of Pakistan. It also finds the demographic perspective of HRIS.

Questionnaire was adopted from previous studies. Responses were gathered through social websites and physically. The questionnaire was sent to 491 respondents from which only 99 responded. Reliability, t-testing and chi-square were used for the analysis.

Result shows that HRIS is widely used in Pakistani organizations for the purpose of accessing employees’ information, absence monitoring and performance appraisal to get quick responses to information, reduction of error and paperwork. It helps standardizing the program and manpower requirement, but lack of commitment by the lower management is the most significant barrier for its implementation because of fear of change by them. It is also found that there is no association between gender and adoption of HRIS but different employment position perceives differently the adoption of HRIS.

The research is limited to the Pakistani organizations. The research paper is useful for the Pakistani human resources professionals, as it gives the local perspective of HRIS.

The previous results are from the developed countries and there is merely any reliable paper found on the several aspects of HRIS in Pakistani context. The research has also focused on the demographic variables that are employment position and gender with respect to their perception on the adoption of HRIS.

The purpose of this paper is to test some antecedents and outcomes of human resource information system (HRIS) use in Malaysia.

A research model based on a questionnaire gleaned from the literature was used to collect data through a purposive sampling technique, whereby only those companies in Penang, Malaysia which are using HRIS were targeted. The data collected were analyzed using structural equation modelling technique with the use of partial least squares approach.

Results show that four out of the five antecedents are significant predictors of extent of use and that extent of use is significantly related to all five outcome variables. This paper provides further evidence on the appropriateness of using Roger's innovation attributes to measure different dimensions of attitude towards extent of HRIS use and Remenyi's and Zuboff's IT framework to measure the outcomes from the extent of HRIS use.

First, this study cannot be generalized to all other individuals as the respondents are confined to HR professional employees in local services companies and multinational companies. Therefore, the results cannot be generalized to individuals working in other industries. Second, the study's is carried out using a particular type of technological innovation, which is the HRIS system in this case. As such, the research needs to be replicated to examine the robustness of the findings across a wider range of technologies solution and samples.

The findings suggest that information technology (IT) appears to serve as an empowering function for HR professionals, providing a medium in which HR professionals can provide increased value in their work. The paper will help organizations in the implementation or deployment of new information technology products, systems or processes. Organization can now ensure a smoother implementation plan by addressing the attributes of the innovation that will most likely concern its employees.

This paper adds to the existing literature of HRIS antecedents and outcomes in a developing country setting. Although there has been some research on the same issue, the number is very small in comparison to the literature appearing from the developed countries.

The purpose of this paper is to examine the university teaching staff’s perception about functions, benefits and barriers of human resource information system (HRIS). It also aims to explore the relevance of attitudinal/demographic diversity with focused HRIS dimensions.

A 26-item questionnaire was developed on the basis of similar research studies. Responses were collected through electronic mail from 90 faculty members of seven state universities in India. Descriptive statistics along with t-test and analysis of variance were used to answer the research questions.

The results of the study reported that HRIS is mostly used for administrative purpose and not taken as strategic requirement. Results also revealed that the perceived functions, benefits and barriers in adoption of HRIS do not vary group-wise.

The findings of the study potentially can help in developing and implementing of HRIS in similar types of organizations.

Past literature on HRIS mainly comes from the developed countries and is confined to for-profit organizations. The present study is among the few that coherently took up the issue from non-profit organizations, i.e. universities of a developing country.

To present a comprehensive literature review of human resource information systems (HRIS) and to report the results of a survey on the implementation of HRIS in Hong Kong.

A structured questionnaire was designed, pre‐tested, modified, and used to capture data on a cross‐section of HRIS users in Hong Kong. The questionnaire was pilot‐tested by practicing HRIS consultants and by HR and MIS managers. Based on the feedback from the pilot‐test, the questionnaire was modified and a final questionnaire was developed and mailed to companies in Hong Kong.

Most Hong Kong industries perceived that the greatest benefits to the implementation of HRIS were the quick response and access to information that it brought, and the greatest barrier was insufficient financial support. Moreover, there was a statistically significant difference between HRIS adopters and non‐adopters, and between small, medium, and large companies, regarding some potential benefits and barriers to the implementation of HRIS.

Further research should address the status of internet/intranet‐based HRIS. An internet/intranet‐based HRIS will undoubtedly be of much more benefit than the traditional HRIS, but its adoption will pose some challenges to practitioners.

Provides some insights into the implementation of HRIS by Hong Kong companies, which should help HR practitioners acquire a better understanding of the current status, benefits, and barriers to the implementation of HRIS.

Little research has been done to address the perceived benefits and potential barriers to the implementation of HRIS. This study is timely and important in that it examines the current status of HRIS in Hong Kong. It also compares differences in perception between HRIS adopters and non‐adopters as well as in the size of organizations in relation to the adoption of HRIS.

Hospitality literature is deficient in empirical research that specifically focused on human resource information systems (HRIS) in hospitality. To fill this gap in literature, this research has proposed a model, based on a review of previous research, to serve as a starting point toward building an empirical research agenda in the hospitality discipline. It has two primary objectives: firstly, to examine the factors that contribute to the decision to implement a HRIS in a small-size restaurant chain; and secondly, to develop a research agenda in an area where progress has been limited in the hospitality discipline. Results of the current study indicated that financial resources, culture, and computer competency are better predictors of any successful implementation of HRIS in restaurant chains.