THE IMPACT OF HUMAN RESOURCES INFORMATION SYSTEMS (HRIS) IMPLEMENTATION FACTORS ON EMPLOYEE ACCEPTANCE IN THE PUBLIC SECTOR OF SARAWAK: A UTAUT APPROACH
Loading...
Date
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
UNIVERSITI MALAYSIA SARAWAK
Abstract
Description
This study aims to evaluate the impact of Human Resource Information Systems (HRIS) implementation factors on employee acceptance in the public sector of Sarawak. Using the Unified Theory of Acceptance and Use of Technology (UTAUT) as the theoretical framework, four key factors were evaluated: Performance Expectancy, Effort Expectancy, Social Influence, and Facilitating Conditions, for identifying the factors impacting employee acceptance of HRIS. A quantitative research design was adopted, and data were collected through an online questionnaire distributed to public sector employees in the government of Sarawak. A total of 101 valid responses were analysed using descriptive statistics, reliability analysis, and multiple regression analysis. The findings revealed that Effort Expectancy and Social Influence has a positive impact on employee acceptance of HRIS, while Performance Expectancy and Facilitating Conditions showed does not have a positive impact on employee acceptance of HRIS. These findings suggest that Effort Expectancy and Social Influence have a positive impact on HRIS acceptance compared to Performance Expectancy and Facilitating Conditions in a mandatory-use environment such as the public sector. The study contributes to the existing literature by extending the application of the UTAUT model in a public sector setting and highlights the importance of contextual factors in shaping HRIS acceptance. Practical implications were also identified for HR and ICT practitioners to improve system usability, communication, and employee engagement strategies. Recommendations for future research include a broader range of participants from other regions in Malaysia and including a qualitative method for deeper insights.