HRIS–Culture Reciprocity and Employee Performance: A Sociotechnical SEM of Satisfaction-Mediated Effects

Abstract

This study investigates how Human Resource Information Systems (HRIS) and organizational culture operate as a mutually reinforcing sociotechnical system that shapes employee attitudes and outcomes. Drawing on a cross-sectional survey and nonrecursive structural equation modeling, we test a framework in which HRIS affordances and cultural attributes influence employee satisfaction, which in turn translates into performance. The analysis reveals a reciprocal link between HRIS and culture, indicating that technology use and cultural norms co-evolve rather than act in isolation. Both HRIS capabilities (e.g., meaningful use, data quality, supportive functionality) and supportive cultural traits (involvement, adaptability, mission clarity, and consistency) are positively associated with satisfaction. Satisfaction, in turn, shows a strong relationship with performance, yielding meaningful mediated pathways from both HRIS and culture to performance. These results advance e-HRM and information systems success perspectives by quantifying reciprocity within a single model and demonstrating that performance gains are primarily attitude-mediated. Practically, organizations are most likely to realize performance improvements when HRIS initiatives and culture development are planned and governed in tandem.