An Investigation of the Factors Affecting the Adoption of Information Technology And Its Effect on Human Resource

Document Type : Research Paper


1 Master’s degree at IT Kharazmi University

2 Master’s degree at entrepreneurship, Kharazmi University


These days, organizations are developing various IT instruments in different sectors for a better and more efficient delivery of their services. As a strategic unit, the department of human resource of an organization is not excluded from this rule. The application of various IT instruments in the HR departments and the full coverage of the activities of them have raised the issue of electronic human resource management. Adopting electronic human resource management increases the efficiency and effectiveness of human resource. Various factors affect this adoption. This research is intended to investigate "demographic variables" and "roles of HR units" on the adoption of information technology in organizations and their effects on human resource. The statistical population consists of the staff members, executives and employees of a project-based company, of whom 77, who directly dealing with a variety of electronic human resource management instruments, are selected as the sample group. This quantitative research follows a survey method. Data is collected through questionnaires, and data analysis is conducted by measuring correlation between the variables. The results indicate that job position, from demographic factors, and the role of employees’ support, from HR department, are effective factors on management of electronic human resource


پر، اسماعیل (1392)، بررسی رابطه بین فرایند خلق دانش و یادگیری سازمانی (مطالعه موردی: شرکت پتروشیمی پردیس)، به راهنمایی: علی رضائیان، دانشگاه شهید بهشتی.
حاتمی، محمد (1392)، بررسی تأثیر نقش‌های منابع انسانی بر پذیرش و خلق ارزش فناوری منابع انسانی، به راهنمایی: بهروز قلیچ‌لی، دانشگاه شهید بهشتی.
رامین مهر، حمید و چارستاد، پروانه (1392)، روش تحقیق کمی با کاربرد مدل‌سازی معادلات ساختاری (نرم‌افزار لیزرل)، تهران: انتشارات ترمه.
شیرطاهری، علی و زارع، شبنم (۱۳۹۵)، بررسی ضرورت پیاده‌سازی مدیریت منابع انسانی الکترونیک در سازمان‌ها، کنفرانس جهانی مدیریت، اقتصاد، حسابداری و علوم انسانی در آغاز هزاره سوم، شیراز، پژوهش شرکت ایده بازار صنعت سبز.
علاءالدینی، امیراردلان (1389)، بررسی رابطه تامین نیاز افراد حرفه‌ای منابع انسانی به ابزارهای مدیریت منابع انسانی الکترونیکی با شایستگی‌ها و نقش‌های آنان در سازمان، به راهنمایی: علی اوتارخانی، تهران: دانشگاه شهید بهشتی.
موحدی، مسعود؛ احمدوند، علی‌محمد؛ علی‌یاری، شهرام و نامجویان، فلورانس (پاییز 1394)، نقش عوامل قردی، سازمانی و مدیریتی مؤثر بر پذیرش فناوری اطلاعات در سازمان‌های دولتی ایران، ﻓﺼﻠﻨﺎﻣﻪ ﭘﮋوﻫﺶ ﻫﺎی ﻣﺪﻳﺮﻳﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﻲ داﻧﺸﮕﺎه ﺟﺎﻣﻊ اﻣﺎم ﺣﺴﻴﻦ(ع)، سال هفتم، شماره 3: 27-1
وطن‌خواه، احمد و ظهوریان نادعلی، ایمان (زﻣﺴﺘﺎن 1394)، ﺑﺮرﺳﻲ راﺑﻄﻪ ﺑﻴﻦ اﻟﮕﻮی ﺗﺮﺟﻴﺤﺎت ﻓﻜﺮی ﻛﺎرﻛﻨﺎن و آﻣﺎدﮔﻲ آﻧﻬﺎ ﺑﺮای ﺗﻐﻴﻴﺮ ﺳﺎزﻣﺎﻧﻲ، ﻓﺼﻠﻨﺎﻣﻪ ﭘﮋوﻫﺶ ﻫﺎی ﻣﺪﻳﺮﻳﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﻲ داﻧﺸﮕﺎه ﺟﺎﻣﻊ اﻣﺎم ﺣﺴﻴﻦ(ع)، ﺳﺎل ﻫﻔﺘﻢ، ﺷﻤﺎره4 (ﺷﻤﺎره ﭘﻴﺎﭘﻲ 22): 25-1
یعقوبی، نورمحمد و شاکری، رؤیا (1387)، الگوهای پذیرش فناوری؛ رویکرد تحلیلی- مقایسه‌ای، پژوهش‌های مدیریت، شماره 2: 205-231.
Abubakar Allumi Nura & Nora Hasni Osman. (2012), The Proposed Relationship connecting e-HRM adoption,Performance Management System and Effective Decision making in Higher Educational Institutions in Nigeria, European Journal of Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 4, No.18.
Al-Somali , A. S., Gholami, R., & Clegg , B. (2009). An investigation into the acceptance of online banking in Saudi Arabia. Technovation, 29(2), 130-141.
Bondarouk, T., & Ruel, H. (2009). Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management, 20(3), 505-514.
Bueno, S., & Salmeron, J. (2008). TAM-based Success modeling in ERP. Interacting with Computers, 20(6), 515-523.
CedarCrestone. (2009). HR system surveys. Georgia: Cedar interprise sulations.
Chang , M., & Cheung , W. (2001). Determinants of the intention to use Internet. Information and Management, 39(1), 1-14.
Foster, S. (2008). An exploratory analysis of E-HRM in the context of HRM transformation. Business School Working Papers, 2, 0.
Foster, s. (2009). Making Sense of e-HRM: Technological Frames, Value Creation and Competitive Advantage. University of Hertfordshire.
Haksever, C., Chaganti, R., & Cook, R. (2004). A model of value creation: strategic view. Journal of Business Ethics, 49(3), 291-305.
Hong, S., Tam, K., & Thong, J. (2006). Understanding Continued Information Technology Usage Behavior: A Comparison of Three Models in the Context of Mobile Internet. Decision Support Systems, 42, 1819-1834.
hong, S., Thongb, J. Y., & Tamb, K. Y. (2006). Understanding Continued Information Technology Usage Behavior: A Comparison of Three Models in the Context of Mobile Internet. Decision Support Systems, 42(3), 1819-1834.
Kettley , P., & Reilly , P. (2003). eHR: An Introduction. England: Institute for Employment Studies.
Kuo, Y.-F., & Yen, S.-N. (2009). Towards an Understanding of the Behavioral Intention to Use 3G Mobile Value-added Services. Computers in Human Behavior, 25, 103-110.
Lee, M. (2010). Explaining and predicting users continuance intention toward e-learning: an extension of the expectation-confirmation model. Computers & Education, 54(2), 506-516.
Lengnick-Hall, M., & Mortiz, S. (2003). The impact of e-HR on the human resource management function. Journal of Labor Research, 24(3), 365-379.
Liao, C., Palvia, P., & Chen, J.-L. (2009). Information technology adoption behavior life cycle: Toward a Technology Continuance Theory (TCT). International Journal of Information Management, 29, 309-320.
Liu, S.-H., Liao, H.-L., & Peng, C.-J. (2005). Applying the Technology Acceptance Model and Flow Theory to Online E-learning Users' Acceptance Behavior. Issues in Information Systems, 6(2), 175-181.
Manivannan, S. K.(2013), EMPLOYEE SATISFACTION FOR EHRM, International Monthly Refereed Journal of Research In Management & Technology.9 ISSN-2320-0073 Volume II, April’2013
Moon, J.-W., & Kim, Y.-G. (2001). Extending the TAM for a World Wide Web Context. Information & Management, 38(4), 217-230.
Parry, E. (2011). An examination of e-HRM as a means to increase the value of the HR function. The International Journal of Human Resource Management, 22(5), 1146-1162.
Ruël, H., Bondarouk, T., & Van der Velde, M. (2007). The contribution of e-HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry. Employee Relations, 29(3), 280 - 291.
Shrivastava, S., & Shaw, J. (2003). Liberating HR through technology. Human Resource Management, 42(3), 201–222.
steroehmeier, S. (2009). Concepts of e-HRM Consequences: a Categorisation, Review and Suggestion. International Journal of Human Resource Management, 528–543.
Stroehmeier, S. (2007). Research in e-HRM: Review and Implications. Human Resource Management Review, 17, 19–37.
Sun, H., & Zhang, P. (2006). The Role of Moderating Factors in User Technology Acceptance. International Journal Human-Computer Studies, 64, 53-78.
venkatesh, V., & Davis, F. (2000). A Theoretical Extension of The Technology Acceptance Model: Four Longitudinal Field Studies. Management Science, 46(2), 186-204.
Venkatesh, V., Morris, M., Davis, G., & Davis, F. (2003). User acceptance of information technology: Toward a unified view. MIS Quarterly, 23, 425–478.
Voermans, M., & Van Veldhoven, M. (2007). Attitude towards e-HRM: An empirical study at Philips. Personnel Review, 36(6), 887-902.
Waltera, Z., & Lopezb, M. (2008). Physician Acceptance of Information Technologies: Role of Perceived Threat to Professional Autonomy. Decision Support Systems, 46(1), 206-215.
Wang, Y.-S., Wang, Y.-M., Lin, H.-H., & Tang, T.-I. (2003). Determinants of user acceptance of Internet banking: an empirical study. International Journal of Service Industry Management, 14(5), 501 - 519.
Yusoff, Y., Ramayah, T., & Ibrahim, H. (2010). E-HRM: A proposed model based on technology acceptance model. African Journal of Business Management, 4(13), 3039-3045