Understanding Behavioural Intention (BI) toward Electronic Human Resource Management (e-HRM) Adoption in Public Sector Higher Education Institutions (HEIs): A Unified Theory of Acceptance and Use of Technology (UTAUT)-Based Mediation Model

Abstract

Electronic human resource management (e-HRM) facilitates human resource management (HRM) functions to comply with the human resource demands of the organisation through web-based networks. The aim of this study is to examine the behavioural intention (BI) to adopt e-HRM among HR staff working at the public sector higher educational institutions (HEIs), Pakistan. This study has employed Unified Theory of Acceptance and Use of Technology (UTAUT-1) as the underpinning theory. This study is based on preliminary investigation. The data was collected from 48 respondents of officer cadre employees in HRM departments. Simple linear regression analysis was employed to examine the research hypotheses with the help of the Statistical Package for Social Sciences (SPSS). The results showed that effort expectancy (EE), performance expectancy (PE), and social influence (SI) were significant predictors for the BI to use e-HRM. Further, facilitating conditions (FC) significantly influence the BI and the actual use of e-HRM. Moreover, attitude (ATT) depicted a significant full mediation between PE and BI while partial mediation influence between EE, SI, and FC with BI. Overall, study found explanatory variables explained variation in BI to use e-HRM. The study expectations to obtain greater insights into the UTAUT-1 applicability for the future research on the topic of e-HRM adoption.