Exploring the Role of Behavioral Intention in the Psychological Adoption of HRIS and Its Impact on Employee’s Job Satisfaction

Abstract

Human resource information systems are regarded as the turning point in the evolution of human resources operations because they have improved workflows, eliminated repetitive tasks, and introduced data-driven decision-making. The effective implementation of HRIS is largely dependent on the psychological adoption of the personnel, which is influenced by their behavioral intention. Technical competence is just a partial predictor of this. This research uses the Unified Theory of Acceptance and Use of Technology (UTAUT) extension model to explain behavioral intention to adopt HRIS. Performance Expectancy, Effort Expectancy, Social Influence, Facilitating Conditions, and Hedonic Motivation are important constructs that are studied in relation to HRIS adoption. Additionally, the current study investigates how employee Job Satisfaction leads to organizational innovation through behavioral intention to use HRIS. To validate the conceptual model and test the proposed hypotheses, data collected from 396 employees of various firms was analyzed using SEM-PLS and SPSS. The results show that the most important drivers of behavioral intention are hedonic motivation and performance anticipation, and that behavioral intention plays a crucial mediating role between employee innovation and HRIS adoption. In order to optimize HRIS adoption and its innovative potential, practical implications indicate that firms should prioritize user-friendly designs, sufficient training, and managerial support. By bringing psychological and technological viewpoints on HRIS adoption into harmony and emphasizing the part behavioral intention plays in fostering Job Satisfaction, this study makes such advances.