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Since, the last few years, there has been an innovative change in Human Resource Management System with
the advent of cloud computing. Irrespective of the size of an enterprise, the company flourishes and succeeds
because the people from the most essential part of the company to spell success. In order to enhance
organizational performance, this pa...
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Abstract. With the emergence of cloud computing, it has become easy to store large volumes of data in the cloud to enhance Human Resource Management (HRM), based on the elasticity and scalability that cloud computing offers. This paper proposes the OnibereOdunayoSecurity-4 (OOS-4) security model for Human Resource Information System (HRIS) deployed...
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This study aims to investigate the effects of technology factors and the intention to adopt Cloud-based Human Resource Management Systems on innovative behavior. This study utilizes the theoretical frameworks of the Theory of Planned Behaviour (TPB) and Diffusion of Innovation (DOI). A sample of 298 employees employed in the manufacturing sector of small and medium-sized enterprises (SMEs) in Jordan was selected for data collection and analysis. The findings obtained from the analysis conducted using Smart Partial Least Squares (SmartPLS) indicate that technology factors have a significant impact on the intention to a dopt Cloud-based Human Resource Management Systems (HRMS). This, in turn, influences individuals' innovative behavior. The findings of this study demonstrate the significance of the technological factor in promoting innovative behaviors through the intention to adopt Cloud-based HRMS.
Innovative behaviour is attracted research interest. The research draws on Theory of Planned Behaviour (TPB) and Diffusion of Innovation (DOI) frameworks to examine the impacts of technology factors and intention to adopt Cloud-based Human Resource Management Systems on innovative behaviour. The mediating variable of intention to adopt Cloud-based HRMS was examined. Data were collected and analysed from 366 full-time employees who are working within the information and communication sector in SMEs in Jordan. The outputs from smart partial least square (SmartPLS) analysis reveal that technology factors effects intention to adopt Cloud-based HRMS, which consequently affects innovative behaviour. Whereas, leadership support was found to play a significant role in the relationship between intention to adopt Cloud-based HRMS and innovative behaviour, it has a positive effect. These results provide the relevance of the technological factor on how to foster innovative behaviors through intention to adopt Cloud-based HRMS and leadership support.
