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The purpose of this paper is to examine a framework integrating the technology acceptance model (TAM), individuals’ task–technology fit (TTF) and perceptions toward adopting automobile telematics devices.

This study integrated the TAM with TTF to understand individual perceptions of a technology’s value. In addition, the intrinsic motivational factors toward technology usage, including positive perceptions (perceived enjoyment, personal innovation and perceived uniqueness) and negative perceptions (perceived risk and performance gap), were considered in the model. Furthermore, the moderating effect of driving experience was examined.

The perceived usefulness (PU) of telematics as well as perceived ease of use (PEOU) affected drivers’ adoption intentions. PEOU had a greater effect on adoption intentions than PU, and technology characteristics had a greater effect on TTF than task characteristics. Moreover, individuals’ perceptions of perceived enjoyment and uniqueness affected PU and PEOU. The negative perceptions of perceived risk and performance gap affected PU and PEOU, respectively. Furthermore, driving experience significantly weakened the relationship between PU and intentions.

Telematics is a niche market due to the development of the Internet of Things, but users’ adoption intentions remain unknown. This study constructed a more comprehensive model and tested the impacts of certain variables on telematics adoption, with driving experience as a crucial moderator.

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.