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Intention To Use HRIS or A System

The document discusses several theories related to intention to use human resource information systems (HRIS), including the Technology Acceptance Model (TAM), Theory of Reasoned Action (TRA), Theory of Planned Behavior (TPB), and Diffusion of Innovation theory. It specifically examines key factors from Diffusion of Innovation theory that influence adoption, such as relative advantage, compatibility, complexity, trialability, and observability. The document also discusses how use of information technology impacts the job role of HR professionals by enabling information responsiveness, autonomy, and external links as well as requiring time for transformation and IT support activities.

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57 views8 pages

Intention To Use HRIS or A System

The document discusses several theories related to intention to use human resource information systems (HRIS), including the Technology Acceptance Model (TAM), Theory of Reasoned Action (TRA), Theory of Planned Behavior (TPB), and Diffusion of Innovation theory. It specifically examines key factors from Diffusion of Innovation theory that influence adoption, such as relative advantage, compatibility, complexity, trialability, and observability. The document also discusses how use of information technology impacts the job role of HR professionals by enabling information responsiveness, autonomy, and external links as well as requiring time for transformation and IT support activities.

Uploaded by

Fatema
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Intention to use HRIS

or a system
Adopting Technologies
Popular theories
 TAM
 TRA
 TPB
 Diffusion of Innovation
Technology Acceptance Model (TAM)

 Perceived usefulness (PU), defined as the prospective user’s subjective


probability of using a pecific application system that will increase his or her job
performance
 Perceived ease of use (PEOU), defined as the degree to which the prospective
user expects the target system to be easy or effortless (Kuo and Lee, 2009; Lim,
2009).
Diffusion of Innovation Theory
 The adoption and diffusion of innovation is a subject that has been widely studied across a broad
spectrum of disciplines, including social science, marketing, engineering and management.

 Diffusion of innovation literature has been developed across a number of disciplines to explain the
flow of information, ideas, practices, products and services within and across cultures and
subcultures or market segments.

 For example, Rogers (1983) in his diffusion of innovation theory identified compatibility, relative
advantage, complexity, trialability a characteristics of an innovation that influence its adoption.
Continued ……

 Relative advantage
Rogers (2003) defines relative advantage as the degree to which an innovation
is perceived to be better than the idea it supersedes. It can also be viewed as the
degree to which an innovation is perceived to bring added benefits to the user.
Hence, it is often measured in terms of economic profitability, productivity
improvement and other benefits.
 Compatibility
Rogers (2003) states that compatibility is the degree to which an innovation is
perceived as consistent with the existing values, past experiences and needs of
potential adopters.
Continued ……
 Complexity
Rogers (2003) defines complexity as the degree to which an innovation is
perceived as relatively difficult to understand and use. Any new idea may be
classified on the complexity simplicity continuum.
 Trialability
According to Rogers (1983), trialability is the degree to which an innovation
may be experimented with on a limited basis. New ideas that can be tried on an
installment plan are generally adopted more rapidly than innovations that are not
divisible.
Continued ……

 Observability or visibility
Visibility or observability is defined by Rogers (2003) as the degree to which
the results of an innovation are visible to others. The results of some ideas are
easily observed and communicated to others, whereas some innovations are
difficult to observe or to describe to others.
The impact of the innovation
Extensive use of IT impacts the HR professional job role through influencing
information demands on these employees. In terms of impact, according to Remenyi
et al. (1991) and Zuboff (1988), IT includes three stages of use which are automation,
information and transformation.
 Enable information responsiveness
 Enable information autonomy
 Enable external professional links
 Time required on transformation activities
 Time required on IT support activities

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