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

See all articles by Md. Shamsul Arefin

Md. Shamsul Arefin

Uttara University

Md. Rakibul Hoque

University of Dhaka - Department of Management Information Systems (MIS)

Arafat Yeasir

Prime University (PU) - Department of Business Administration

Nazrul Islam

Canadian University of Bangladesh

Date Written: 2016

Abstract

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.

Suggested Citation

Arefin, Md. Shamsul and Hoque, Md. Rakibul and Yeasir, Arafat and Islam, Nazrul, Impact of E-Recruiting System Implementation on HR Professionals' Attitude, Affective Commitment to Change and Turnover Intention: Applying the UTAUT Model (2016). The Business Review, Journal of School of Business, Vol. 5, Special Issue, 2016. Available at SSRN: https://ssrn.com/abstract=3203593

Md. Shamsul Arefin

Uttara University ( email )

Bangladesh

Md. Rakibul Hoque

University of Dhaka - Department of Management Information Systems (MIS) ( email )

Dhaka, 1000
Bangladesh

Arafat Yeasir

Prime University (PU) - Department of Business Administration ( email )

Bangladesh

Nazrul Islam (Contact Author)

Canadian University of Bangladesh ( email )

House 99, Road 11, Block C, Banani,
Dhaka, 1213
Bangladesh
8801716370643 (Phone)
880258952047 (Fax)

HOME PAGE: http://www.cub.edu.bd

Here is the Coronavirus
related research on SSRN

Paper statistics

Abstract Views
315
PlumX Metrics