qualitative research on HRM

Journal of Strategic Information Systems 22 (2013) 193–207

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Journal of Strategic Information Systems journal homepage: www.elsevier.com/locate/jsis

Analyzing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention
Christian Maier a,⇑, Sven Laumer a, Andreas Eckhardt b, Tim Weitzel a a Centre of Human Resources Information Systems, University of Bamberg, Department of Information Systems and Services, An der Weberei 5, 96047
Bamberg, Germany b Centre of Human Resources Information Systems, University of Frankfurt am Main, Institute for Information Systems, Grueneburgplatz 1, 60323 Frankfurt am Main, Germany

a r t i c l e

i n f o

Article history:
Available online 23 October 2012
Keywords:
(Un)intended individual-level consequences
Work-related outcomes
IT acceptance
Job satisfaction
Turnover intention
HR identity e-Recruiting system
HRIS
Implementation

a b s t r a c t
An in-depth case of an e-Recruiting system implementation is used while focusing on the level of Human Resource (HR) employees to research unintended consequences during the implementation of Human Resources Information Systems (HRISs). We develop a model that integrates the belief and attitude component of the technology acceptance literature with work-related consequences. We provide evidence for an indirect effect of attitudes toward the HRIS on turnover intention that is fully mediated by job satisfaction. Our results contribute to the literature on systems implementations and technology adoption by suggesting work-related outcomes as important additional success variables.
Ó 2012 Elsevier B.V. All rights reserved.

1. Introduction
While advances in technology and management have routinely been used to advance primary business processes, the professionalization of Human Resources (HRs) processes often lags behind. Despite the widely acknowledged importance
of

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