FACTORS INFLUENCING ATTITUDE TOWARDS E-HRM: AN APPLICATION OF TAM

Abstract

Purpose: ABSTRACT Since the advent of electronic human resource management, termed as E-HRM, human resource management has adapted to new information technology advancements for contributing to organizational growth. The main objective of this research is to understand the factors affecting the attitude of the people towards accepting the E-HRM in their organizations. Research Methodology: The data for this research was collected from the respondents online. In order to do so, a questionnaire was developed using Google Form and the link was floated to the targeted audience for gathering the responses. This research was conducted within Karachi, Pakistan. The target population for this research are the people who are employed in HEC recognized institutions and using Time-Trax software to handle human resource electronically. We have a sample size of 107 respondents from HEC recognized institutions using Time-Trax provided E-HRM based software. The sampling technique used in this research is non-probability convenience sampling, while regression analysis technique is used for analyzing the data. Finding of the Research: The research utilizes linear regression technique to analyze the factors influencing attitude towards E-HRM. The seven factors analyzed during the study include Clarity of E-HRM goals, User Satisfaction, Perceived Usefulness, Perceived Ease of Use, Use Support, Social influence and Facilitating Conditions. The results of the research show a positive impact of the clarity of E-HRM goals and social influence on the attitude of people towards E-HRM. In contrast, the factors including user satisfaction, perceived usefulness, perceived ease of use, use support and facilitating conditions have shown no influence on the attitude of people towards the acceptance of E-HRM in an organization.