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Adapting technology: effect of high-involvement HRM and organisational trust

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  • Mohammad Rabiul Basher Rubel
  • Daisy Mui Hung Kee
  • Nadia Newaz Rimi
  • Yusliza Mohd Yusoff

Abstract

This study is designed to empirically test a model of high-involvement human resource management (HIHRM), organisational trust, and technology adaptation grounded on social exchange theory in the context of the private banking sector. The proposed model intends to add to the understanding of the effect of HIHRM on technology adaptation via the mediating influence of organisational trust. Frontline employees were surveyed using a self-administered questionnaire. Results from partial least square-structural equation modelling suggest that there is a significant influence of HIHRM on technology adaptation. Organisational trust further mediates the relationship. Thus, this paper finds an answer to the ‘black box’ of human resource management (HRM) practices, explaining how HIHRM influences employees’ attitudes towards technology adaptation. The study can help management have a better understanding of the importance of employee involvement-oriented HRM in introducing and implementing a new technology through the integration of trust processes in the organisation.

Suggested Citation

  • Mohammad Rabiul Basher Rubel & Daisy Mui Hung Kee & Nadia Newaz Rimi & Yusliza Mohd Yusoff, 2017. "Adapting technology: effect of high-involvement HRM and organisational trust," Behaviour and Information Technology, Taylor & Francis Journals, vol. 36(3), pages 281-293, March.
    • Handle: RePEc:taf:tbitxx:v:36:y:2017:i:3:p:281-293
    DOI: 10.1080/0144929X.2016.1222552
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    Cited by:

    1. Lee, Jaehyun & Lim, Jihye & Hwang, Junseok & Lee, Junmin, 2024. "How workers let artificial intelligence recruit and dismiss?," 24th ITS Biennial Conference, Seoul 2024. New bottles for new wine: digital transformation demands new policies and strategies 302513, International Telecommunications Society (ITS).

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