Impact of Management Support, IT Support, Social Influence on HR Professionals’ Satisfaction with Human Resource Information System (HRIS): Mediating Role of Work Engagement

Abstract

This study strives to make a valuable contribution to the existing body of research through investigating the impact of management support and IT staff support on the level of satisfaction experienced by Human Resource (HR) professionals with Human Resource Information System (HRIS). Moreover, we examine the potential mediating influence of work engagement and the moderating impact of effort expectancy on the aforementioned interpersonal interactions. The cross-sectional survey research used the convenience sampling technique. A total of 219 human resources professionals participated in the online questionnaire. The ultimate sample, subsequent to the removal of responses lacking logical coherence, comprised 164 male and 55 female human resources professionals. The findings of this study suggest the presence of management support, IT support, and social influence significantly contribute to the enhancement of HR professionals' satisfaction with HRIS. Additionally, the results we obtained indicate that work engagement significantly influences the strength of these relationships. Effort expectancy serves as a moderating factor in the relationship between management support and the satisfaction of HR professionals. Offering assistance to top management and IT personnel can contribute to the improvement of HR professionals' overall satisfaction with Human Resource Information Systems (HRIS). This support can manifest in the form of favorable attitudes towards information technology, acknowledgment of the system's significance, and understanding of its strategic capabilities. Moreover, the provision of proficient technical user support has the potential to positively influence the attitudes of HR professionals towards HRIS, consequently leading to an increased level of satisfaction with the system. It is imperative for organizations to diligently monitor the level of work engagement among employees when making decisions regarding technology-related initiatives. The presence of a high level of work engagement among employees is crucial and advantageous for the successful implementation of such initiatives. It has been determined that investigating the effectiveness of technology-related initiatives, such as HRIS, necessitates the consideration of mediating mechanisms, such as work engagement. Further investigation should be conducted to explore additional mediators that can contribute to theory development in this particular field.