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Human Resources Information System (HRIS) to Enhance Civil Servants’ Innovation Outcomes: Compulsory or Complimentary?

Author

Listed:
  • Evi Satispi

    (Faculty of Social Science and Political Science, Muhammadiyah University Jakarta, Banten 15419, Indonesia)

  • Ismi Rajiani

    (Faculty of Teacher Training and Education, Lambung Mangkurat University, Banjarmasin 70123, Indonesia)

  • Mamun Murod

    (Faculty of Social Science and Political Science, Muhammadiyah University Jakarta, Banten 15419, Indonesia)

  • Andriansyah Andriansyah

    (Faculty of Social Science and Political Science, Muhammadiyah University Jakarta, Banten 15419, Indonesia)

Abstract

The Internet of things (IoT) has oriented organisations digitally in administrating human resources. In line with this trend, Indonesian public sectors are adopting Human Resources Information Systems (HRIS) to boost employee innovation outcomes. However, coercive pressure to implement HRIS has only resulted in fiascos for the technology, which cannot be fully considered to eliminate long, ineffective, and inefficient practices. This study examines the instrumental adoption factors to adopt HRIS in boosting employee innovation outcomes from technological, organisational, people, and social outlooks. The empirical data consisting of 500 valid datasets were obtained from public servants in Indonesia via web-based questionnaires. structural equation modelling (SEM), which was used to examine the relationship among constructs. Technology fit, organisational resources, knowledge, and social influences have positive impacts on technology adoption. However, when treated as a mediation, the negative path from HRIS to innovation outcomes implied that e-HRM reflected in HRIS implementation would not make employees innovative. The scrutinized under ability, motivation, and opportunity (AMO) framework and empirical insights clearly portray that Indonesian’s ability to fit into this framework is problematical, making technological innovation in the Indonesian public sector only complimentary, not compulsory. This study suggests that HRM reform in public organisations is a top priority if the country wishes to achieve world-class bureaucracy by 2025.

Suggested Citation

  • Evi Satispi & Ismi Rajiani & Mamun Murod & Andriansyah Andriansyah, 2023. "Human Resources Information System (HRIS) to Enhance Civil Servants’ Innovation Outcomes: Compulsory or Complimentary?," Administrative Sciences, MDPI, vol. 13(2), pages 1-14, January.
    • Handle: RePEc:gam:jadmsc:v:13:y:2023:i:2:p:32-:d:1047205
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    References listed on IDEAS

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    1. Marcial Vazquez & Albert Sunyer, 2021. "Antecedents of User Acceptance of Electronic Human Resource Management Systems (e-HRM) at SEAT," International Journal of Human Capital and Information Technology Professionals (IJHCITP), IGI Global, vol. 12(4), pages 65-84, October.
    2. Mohsin Shahzad & Ying Qu & Abaid Ullah Zafar & Andrea Appolloni, 2021. "Does the interaction between the knowledge management process and sustainable development practices boost corporate green innovation?," Business Strategy and the Environment, Wiley Blackwell, vol. 30(8), pages 4206-4222, December.
    3. Aris Ananta & Ahmad Irsan A. Moeis & Hendro Try Widianto & Heri Yulianto & Evi Nurvidya Arifin, 2021. "Pension and Active Ageing: Lessons Learned from Civil Servants in Indonesia," Social Sciences, MDPI, vol. 10(11), pages 1-17, November.
    4. Ross H. McLeod, 2006. "Private Sector Lessons for Public Sector Reform in Indonesia," Agenda - A Journal of Policy Analysis and Reform, Australian National University, College of Business and Economics, School of Economics, vol. 13(3), pages 275-288.
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