The adoption and diffusion of human resources information systems in Singapore

Abstract

This study examines the relationship between innovation, organizational and environmental characteristics, and the adoption of HRIS. Discriminant analysis of the data reveals that departmental relative advantage, compatibility, top management support, organization size and HRIS expertise are positively related to the adoption of HRIS. The study also examines if there is a relationship between the extent of HRIS adoption (measured by the number of workstations used for HRM and the total number of HRIS applications) and innovation, organizational and environmental variables. The results indicate that organization size has a significant relationship with the extent of HRIS adoption. Top management support is only significant in the regression with total number of HRIS applications as the dependent variable, while competition is only significant in the regression with number of workstations as the dependent variable. Implications of the results are discussed. © 2007 Australian Human Resources Institute.