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首页> 外文期刊>International journal of human capital and information technology professionals >Antecedents of User Acceptance of Electronic Human Resource Management Systems (e-HRM) at SEAT
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Antecedents of User Acceptance of Electronic Human Resource Management Systems (e-HRM) at SEAT

机译：用户接受电子人力资源管理系统（E-HRM）的前提者

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This research investigates factors that impact the use of electronic human resource management (e-HRM) systems at SEAT, a car manufacturing firm of the Volkswagen Group. This study builds on the unified theory of acceptance and use of technology to analyze the relationships between user acceptance of e-HRM systems and its antecedent factors, namely performance expectations, ease of use, social influence, and facilitating conditions. The empirical study takes advantage of how employees at SEAT use a new e-HRM system implemented by the human resource department in the context of a business digitization strategy. One hundred and sixty-nine employees at SEAT were conveniently sampled to bring light to the most influential predictors of e-HRM user acceptance. Hierarchical multiple regression shows that performance expectations and ease of use have positive relationships towards acceptance of e-HRM technologies. In addition, this research provides some practical implications to guide HR professionals on the implementation of e-HRM systems.
机译：本研究调查了影响大众汽车制造公司在座位上使用电子人力资源管理（E-HRM）系统的因素。本研究建立了统一的接受理论和使用技术，分析用户接受E-HRM系统的关系及其前一种因素，即性能预期，易用性，社会影响和促进条件。实证研究利用座椅的员工如何在业务数字化战略的背景下使用人力资源部门实施的新E-HRM系统。座位上的一百六十九名员工方便地采样，为e-hrm用户验收的最有影响力的预测因子带来光线。分层多元回归表明，性能期望和易用性具有朝向接受E-HRM技术的正相关关系。此外，本研究提供了一些实际意义，以指导人力资源专业人员对实施E-HRM系统的实施。

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