Factors influencing the organisational adoption of human resource information systems: a conceptual model

This paper aims at developing a comprehensive conceptual model that explains and predicts the adoption of human resource information systems (HRIS) by organisations. This is deemed significant given that our review of the studies tackling the adoption of HRIS at the firm level suggests that results are to some extent inconsistent. Moreover, studies identifying environmental factors (i.e., internal and external), especially those determining organisations' adoption of HRIS at the firm level are limited, and consequently our understanding of why some organisations adopt HRIS applications and others is incomplete. In developing our conceptual model, we first conducted content analysis over previous studies to identify the main constructs affecting the adoption of HRIS at the organisational level. Accordingly, a questionnaire was developed using validated items borrowed from previous research and was then distributed to general and human resources managers. Data was collected from 236 companies, listed in Amman Stock Exchange Market database, in Jordan. To test the validity of the identified constructs and to explore the sub-factors included within these constructs, a principal component factor analysis was conducted and eight main constructs were identified. Five constructs including 16 sub-constructs were accommodated within the internal environmental dimension, whilst only three main constructs including four subconstructs were accommodated within the external environmental dimension.