Factors affecting the acceptance of e-HRM in the Jordanian telecommunication sector using the UTAUT2 Extended Model

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dc.contributor.advisorVárallyai , László
dc.contributor.authorFraij, Jihad Kamal Ibrahim
dc.contributor.departmentIhrig Károly gazdálkodás- és szervezéstudományok doktori iskolahu
dc.contributor.submitterdepDebreceni Egyetem::Gazdaságtudományi Kar
dc.date.accessioned2023-08-15T16:38:51Z
dc.date.available2023-08-15T16:38:51Z
dc.date.defended2023-08-30
dc.date.issued2023hu
dc.description.abstractElectronic Human Resource Management (E-HRM) has emerged as a transformative technology in modern workforce management, promising increased efficiency and enhanced organizational performance. This study aims to deepen the understanding of the acceptance of E-HRM within the Jordanian telecommunication sector by extending the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) model. Through a comprehensive literature review, this research identifies critical factors such as Human Interaction, Organizational Infrastructure, and Trust that influence employees' acceptance of E-HRM systems. Despite concerns about potential over-researched areas, the study demonstrates the robustness of the UTAUT2 framework when enriched with relevant constructs, contributing to our knowledge of technology acceptance phenomena. The results provide valuable insights for practitioners in the telecommunication sector, emphasizing the importance of aligning HRM policies with end-user expectations and factors affecting E-HRM acceptance to improve HRM service quality. The study supports most proposed hypotheses and introduces novel constructs significantly influencing employees' intentions and attitudes toward E-HRM systems. Performance Expectancy, Effort Expectancy, Facilitating Conditions, Habit, and Trust in the system were found to explain 39% of the variance in Behavioral Intention. Experience was examined as a potential moderator, significantly influencing the relationship between Effort Expectancy and Behavioral Intention but not affecting other factors. In conclusion, this research advances the understanding of E-HRM acceptance, highlighting the significance of various factors influencing employees' intentions. The findings offer valuable insights for practitioners to enhance E-HRM implementation and utilization, ultimately improving HRM service quality and organizational efficiency.
dc.format.extent178
dc.identifier.urihttps://hdl.handle.net/2437/358205
dc.language.isoen
dc.subjectE-HRM, UTAUT2, Technology Acceptance, Telecommunication sector, Jordan
dc.subject.disciplineGazdálkodás- és szervezéstudományokhu
dc.subject.sciencefieldTársadalomtudományokhu
dc.titleFactors affecting the acceptance of e-HRM in the Jordanian telecommunication sector using the UTAUT2 Extended Model
dc.title.translatedFactors affecting the acceptance of e-HRM in the Jordanian telecommunication sector using the UTAUT2 extended model
dc.typePhD, doktori értekezéshu
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