Employee Motivation and Commitment in Bole-Lemi and Hawassa Industrial Parks, Ethiopia

Purpose of the current study was to examine an employee motivation and commitment Change of Employment Behavior and its effect on organization performance through testing the mediating role of staff agility/work force agility with reference of Bole-Lemi and Hawassa Industrial Parks, Ethiopia. Organization factor, HRIS User’s Competency, Behavioral Intentions and IT Factors were considered as independent variables and organization performance as dependent variables. An integrated conceptual framework was developed from the different Theories of HRIS adoption in HRM. The survey units were the line managers of private College’s/Universities in Ethiopia particularly selected from Southern Ethiopia. Explanatory and descriptive research designs were employed in this study. Structural Equation Model was employed to test the complex model of the study and Data were collected through structured-five Likert scale questionnaires with respondents and the response rate was 96%. The findings of the study through Descriptive statistics revealed that the adoption of HRIS in Ethiopian private a higher Education institution is not matured and more is left.  Half of respondents reported that their institutions never applied the digitalization of HRM in their institutions.  The finding of study through Structural Equation Model show that Behavioral Factor has significant association with the mediating variable of work force agility and for this study and the rest independent variables have no association with work force agility. IT factors have significant association with organization performance and other independent variables have no statistically significant association with organization performance. However, it doesn’t mean that the variables are practically not related with both mediating and dependent variable but, it does mean that the current study’s statistical value failed to support their association. Therefore, a better understanding of adoption of HRIS behavior and the level of implementing of HRIS applications requires that firms’ behavioral and IT factors be viewed as determinants of easy adoption. The current research contributes to the existing body of knowledge by enhancing current understanding of the organizational adoption of HRIS, which is an under-researched area in Ethiopia as a developing country.