Investigación sobre la aceptación de los usuarios de los sistemas electrónicos de gestión de recursos humanos (e-HRM) en una empresa del sector de la automoción
This research investigates factors that impact the use of digital systems for HR management at SEAT, a car manufacturing firm of the Volkswagen Group. Electronic Human Resource Management (e-HRM) is not a completely new concept, as it has been used since the early 1990s, when e-commerce and globaliz...
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| Tipo de recurso: | tesis doctoral |
| Estado: | Versión publicada |
| Fecha de publicación: | 2022 |
| País: | España |
| Institución: | CBUC, CESCA |
| Repositorio: | TDR. Tesis Doctorales en Red |
| OAI Identifier: | oai:www.tdx.cat:10803/673621 |
| Acceso en línea: | http://hdl.handle.net/10803/673621 https://dx.doi.org/10.5821/dissertation-2117-363909 |
| Access Level: | acceso abierto |
| Palabra clave: | Àrees temàtiques de la UPC::Economia i organització d'empreses 331 |
| Sumario: | This research investigates factors that impact the use of digital systems for HR management at SEAT, a car manufacturing firm of the Volkswagen Group. Electronic Human Resource Management (e-HRM) is not a completely new concept, as it has been used since the early 1990s, when e-commerce and globalization spread to the business world. For that reason among others, human resource management was considered as one of the first candidates for office automation in payroll and benefits administration and employee record keeping. A first consequence of the digitization of HR data, was that the work of HR departments had increased because it had become a necessity to maintain up-to-date databases and information processes. Currently, it is known that computer systems alone do not manage to improve the performance of the organization if they are not used, so it is important to know the resistance to the use of digital systems by end users in order to take advantage of the potential offered by new technologies. However, the resistance to its use by managers and professionals of companies is a widespread problem. To predict, explain and increase user acceptance, we need to better understand why employees accept or reject new technologies. For this reason, this study analyzes the relationships between user acceptance of e-HRM systems and its antecedent factors such as performance expectations, ease of use, social influence and facilitating conditions. To this end, a set of hypotheses were proposed and empirically tested with data from SEAT employees. The empirical study was based on usage in the way employees used the new e-HRM technologies implemented by the Human Resources department, specifically through the Group Connect system, in order to understand the predictors of e-HRM user acceptance. One hundred and sixty-nine employees from SEAT were conveniently sampled. Hierarchical multiple regression shows that performance expectations and ease of use have a positive relationship towards use of digital technologies on human resources management. In addition, this research provides some practical implications to guide HR professionals on the use of new e-HRM technologies. |
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