The Determinants Of End-User Satisfaction With Hrmis And Its Influence On Individual Performance In Government Agencies In Malaysia

Penyelidikan tentang pengurusan sumber manusia elektronik (PSME) telah memberikan banyak perhatian kepada pengaruh sifat-sifat sistem atau ciri-ciri teknologi terhadap kejayaan pelaksanaan. Research on electronic human resource management (EHRM) has given much attention to the influence of system features or technology characteristics on the implementation success. Other factors, such as contextual and user differences, have also been extensively highlighted in the information system (IS) literature

The Influence of Techno stress and Organizational-Is Related Support on User Satisfaction in Government Organizations: A Proposed Model and Literature Review

Empirical evidence on the issue of satisfaction towards certain computer applications or systems has guided organizations in the implementation process of information systems (IS). What is more important, findings of the previous studies in the IS field have proved that user satisfaction is one dimension of IS success and needs to be carefully managed during the implementation process. Consequently, organizations are increasingly concerned about ensuring that employees have gained satisfaction about the IS that they use. Organizations also need to investigate user opinions about the system, and where its faults lie. Though there are a great number of studies on IS, little attention has been given to the influence of technostress and organizational IS-related support on IS success in government organizations of Malaysia. Two hypotheses were generated from the previous studies which link technostress, organizational IS-related support with user satisfaction. These hypotheses will be tested in the future. The results from the research would contribute useful insights in EHRM studies. Particularly, the results would help the government organizations in Malaysia to improve their implementation of HRMIS

Impact of workplace safety on employee retention using sequential mediation: evidence from the health-care sector

Purpose This study aims to examine the impact of workplace safety (WPS) on employee retention (ER) in the health-care sector in Azad Jammu and Kashmir (AJ&K), Pakistan. At the same time, a mediation relationship through job satisfaction (JS) and employee loyalty (EL) was also tested. Design/methodology/approach Structured questionnaires were used to collect the data from 300 doctors, using purposive sampling technique analysed using partial least squares (Smart-PLS 3). Findings This study’s findings supported all hypotheses, such as WPS has a significant positive relationship with ER. In addition, a mediation relationship between JS and EL was also confirmed. Furthermore, a serial mediation effect of JS and EL between WPS and ER was also confirmed in this study. Research limitations/implications This study might not fit organisations from other regions due to regional norms. In the future, this study’s model may be tested on other regions and segments of the health-care sector, such as nurses, management staff and support staff. Practical implications The present study is unique because it is based on a newly formulated framework, WPS → JS → EL → ER, under the social exchange theory, which has not been tested before. Social implications In a safe environment, doctors will feel relaxed, stay longer and provide better services; resultantly, patients will get better treatment. Originality/value This study tested the sequential mediation effect through JS and EL for the first time in ER, which was missing previously, to the best of the authors’ knowledge. This will add more insights to the safety-retention literature in health-care settings. Furthermore, this study is also the first attempt to explore the relationship between WPS and ER in the health-care sector in AJ&K

The influence of techno stress and organizational-is related support on user satisfaction in government organizations: A proposed model and literature review

Empirical evidence on the issue of satisfaction towards certain computer applications or systems has guided organizations in the implementation process of information systems (IS).What is more important, findings of the previous studies in the IS field have proved that user satisfaction is one dimension of IS success and needs to be carefully managed during the implementation process.Consequently, organizations are increasingly concerned about ensuring that employees have gained satisfaction about the IS that they use.Organizations also need to investigate user opinions about the system, and where its faults lie.Though there are a great number of studies on IS, little attention has been given to the influence of technostress and organizational IS- related support on IS success in government organizations of Malaysia.This paper contributes to the IS Malaysian literature pertaining to EHRM.Based on the review of literature on EHRM, user satisfaction, technostress, and organizational IS- related support, a model is presented as are two main hypotheses that will be tested in the future. The results of the research will provide useful insights in the EHRM area, particularly to the HRMIS implementation in government organizations of Malaysia

An investigation of user satisfaction with human resource information systems in Public Universiti of Malaysia

The study sought to examine the influence of system factors on user satisfaction amongst employee, particularly the administrative staffs in one of public universities in Malaysia, which is Universiti Utara Malaysia (UUM).The application of human resource information system (HRIS) in the UUM is known as PERSIS.At the end of the data collection period, a total of 132 questionnaires were used for analysis.The regression result indicated that system factors are significantly related to HRIS success. Support and ease of use have strongly related to user satisfaction compared to other factors. Therefore, a few suggestions have been proposed to enhance the efficiency and effectiveness of PERSIS in UUM

HR practices and deviant behavior at work: An exploratory study

The study sought to explore the influence of HR practices on deviant workplace behavior among st 372 manufacturing employees in the northern region of Malaysia.Results show that all dimensions of HR practices i.e. job description; employment security, internal career opportunities, and result-oriented appraisal were negatively related to deviant behavior at work.The implication of the study is discussed

Exploring wrongful behaviors of manufacturing employees in Malaysia

Wrongful behaviour is an important subject that needs to be seriously understood as it represents a reality of work life amongst employees in organizations.Furthermore, managers and practitioners should be concerned about this phenomenon since it may bring harmful effects to the organization in the long run if it is not effectively managed.To do so, managers need to understand the nature of it.This paper reports some findings of a survey conducted among 324 manufacturing employees in some parts of Malaysia.Three different forms of wrongful behaviour have been identified i.e. irresponsible behaviour, nonproductive behaviour and loitering behaviour.The survey generally found that manufacturing employees tend to engage in organizational deviance/wrongful behaviour.Discussion on the findings, their implications to practice and research, and limitations of the studies are also highlighted in this paper

Investigating the influence of human resource practices on deviant behavior at work

The study seeks to investigate the influence of human resource (HR) practices on deviant workplace behavior.Toward this objective, a survey was carried out amongst 372 manufacturing employees in the northern region of Malaysia.Factor analysis revealed four distinct dimensions of HR practices i.e. job description, employment security, internal career opportunities, and result-oriented appraisal. Deviant workplace behavior resulted in one dimension only, i.e. interpersonal deviance.Multiple regression analysis shows that all dimensions of HR practices but result-oriented appraisal were found to influence negatively organizational deviance.The implications of the study are discussed

Faktor sistem dan kepuasan pengguna terhadap PERSIS: Kajian di kalangan kakitangan pentadbiran (perkeranian) di Universiti Utara Malaysia

Sistem Maklumat Sumber Manusia (SMSM) di UUM dikenali sebagai PERSIS. Ia digunakan dengan meluas di kalangan kakitangan pentadbiran untuk membantu melaksanakan tugas yang berkaitan dengan pengurusan sumber manusia agar lebih sistematik dan tersusun. Tetapi persoalannya di sini ialah: “Sejauh manakah ia berjaya dilaksanakan?” Kejayaan pelaksanaan PERSIS selalunya dihubungkaitkan dengan kepuasan pengguna terhadap sistem tersebut. Berdasarkan sorotan susastera, antara faktor yang telah dibuktikan mempunyai pengaruh yang kuat dengan kepuasan pengguna terhadap SMSM ialah faktor sistem. Oleh itu, kajian ini dilakukan untuk mengenal pasti hubungan antara faktor sistem dengan tahap kepuasan pengguna PERSIS di kalangan kakitangan pentadbiran (perkeranian) di UUM. Sejumlah 132 borang soal selidik telah digunakan untuk tujuan analisis data. Dapatan kajian menunjukkan bahawa terdapat hubungan yang kuat dan positif antara faktor sistem dan kepuasan pengguna. Faktor sokongan,mudah guna dan berguna telah dikenal pasti sebagai faktor yang paling kuat mempengaruhi kepuasan pengguna terhadap PERSIS. Justeru itu, beberapa cadangan telah dikemukakan kepada pihak-pihak yang terlibat agar mengambil tindakan yang sewajarnya supaya kejayaan pelaksanaan PERSIS akan menjadi satu aspek kepada UUM untuk terus unggul di persada dunia pendidika

Understanding user characteristics as antecedents of technostress towards HRMIS: a mixed-method study

This study aims to explore the effects of user characteristics as antecedents of technostress towards human resource management information system (HRMIS) in government agencies of Malaysia. To address the research objective, we conducted an exploratory mixed-method study which involved both the semi-structured interviews with HRMIS experts from three state governments of Malaysia and the survey questionnaire of HRMIS end-users. Findings from the content analysis of the interview data have identified three key characteristics of users, namely, attitude, technology readiness, and readiness for change, and have suggested that these characteristics are relevant antecedents of technostress. The PLS analysis from the quantitative survey results have revealed that the experiences of technostress towards HRMIS can be influenced only by user’s attitude. From the theoretical aspects and practical implications, this study provides the researchers insights and understanding of the phenomena for future exploratory studies and valuable guidance for the practitioners to manage strains associated with technostress both in the public and the private sectors. More importantly, this study has not only provided new empirical evidence that extends the generalizability of previous findings particularly on technostress and job outcomes but also different from previous studies in the field of information system by examining the antecedents of technostress in the context of human resource information system (HRIS)