e-HRM and IT Governance: A User Department's Perspective using Diffusion of Innovations (DOI) Theory

机译：E-HRM和IT治理：使用创新扩散（DOI）理论的用户部门的观点

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IT Governance, the responsibility for systematically making decisions that will impact the acquisition, deployment, and overall usage of Information Technologies (IT) in a firm has been touted as "the single most important predictor of the value an organization generates from IT" [54]. In this paper, we present the results of a survey-based study of US and Canadian firms that utilize ITs for HR purposes (e-HRM). To investigate whether the mode of HR-IT Governance matters in terms of the intensity of usage of HR Technologies, we used Diffusion of Innovations (DOI) theory in a moderated mediation functional form [24]. We find support for the notion that indeed, the way an organization assigns responsibility for decision making for Human Resource ICTs makes a difference in terms of the user (HR) and IS department factors that predict the intensity of HR Technology usage.

机译：IT治理，系统地制定将影响到公司的收购，部署和整体使用信息技术（IT）的决策的责任被宣传为“组织从中生成的价值的最重要预测因子”[54 ]。在本文中，我们展示了对美国和加拿大公司的调查研究结果，利用其用于人力资源目的（E-HRM）。要调查人力资源技术使用强度的人力资源治理模式是否，我们在适度的中介功能形式中使用了创新（DOI）理论的扩散[24]。我们发现对概念的支持，确实，组织为人力资源信息通信技术赋予决策责任的方式对用户（人力资源）的差异有所作为，并且是预测人力资源技术使用强度的部门因素。

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《International Workshop on Human Resource Information Systems》|2008年||共13页
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Miguel R. Olivas-Lujan; Gary W. Florkowski;
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e-HRM and IT Governance: A User Department's Perspective using Diffusion of Innovations (DOI) Theory

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