Impact of E-Recruiting System Implementation on HR Professionals' Attitude, Affective Commitment to Change and Turnover Intention: Applying the UTAUT Model
The Business Review, Journal of School of Business, Vol. 5, Special Issue, 2016
Posted: 30 Aug 2018 Last revised: 17 Sep 2018
Date Written: 2016
Information technology has changed the business operations by simplifying the departmental activities especially Human Resources (HR) activities. However, application of IT sometimes ignores the prospective consequences on employee' attitudes and behaviors. This study aims to identify the impact of E-recruiting systems on HR professionals' attitude towards its use, affective commitment to change and turnover intention. Incorporating the modified Unified Theory of Acceptance and Use of Technology (UTAUT), this paper establishes the impact of technology implementation on HR professionals attitude that influences their intention to quit through affective organizational commitment to change. A sample of 163 HR professionals of a large manufacturing firm has been been collected by using a structured questionnaire. To test the hypotheses, the Partial Least Squares (PLS) path modeling has been applied using SmartPLS software. Results show that performance expectancy, effort expectancy, social influence, perceived enjoyment, and computer self-efficacy positively influence the attitude of the HR professionals toward suing e-Recruiting Systems. Furthermore, employees affective organizational commitment to change mediated the influence of attitude toward using e-recruiting systems on turnover intention. The findings suggest that the implementation of e-recruitment influences HR professionals attitude toward using the systems that further enhances their affective commitment to change. Proper communication and training prior to HRIS implementation may be suggested to avoid the negative consequences of HRIS implementation.
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