What is it about?
Following the lead of best practices, organizations are trending toward implementing Human Resources Information Systems (HRIS), hoping for improved employees’ performance. The HRIS success allows more flexibility at the supervisor level of daily work, opening a window toward flexible working hours. While most research looks at corporations and the factors leading to HRIS implementation success, this study dwells into SMEs, looking at HRIS after its implementation success. It follows the lead that argues that the successful implementation and acceptance of an HRIS affects the agency relationship through job involvement, job satisfaction and work engagement of the employees in SMEs. Following an investigative study, a quantitative research is done with a positivist approach. A sample of 1082 responses from 163 SMEs in different economic sectors is analyzed using SPSS and SEM. The results show that HRIS successful implementation explains the variation in job involvement and work engagement to a limited extent, while it does highly affect employees’ job satisfaction. Moreover, the correlation between job involvement and both HRIS implementation success and job satisfaction is negative. The HRIS users with higher educational background tend to display a more open approach toward using the system and seeing the system’s implementation succeed. Tenured managers display low enthusiasm toward HRIS success, although being highly involved and engaged in the SME’s life. This provides for a steady work-flow, but also fosters resistance to change. While the HRIS introduced a new dimension for managers at work, facilitating their supervisor work routines.
The following have contributed to this page: Dr Bassem E Maamari