نقش میانجی تعهد عاطفی و تأثیرات سیستم های اطلاعاتی منابع انسانی
Abstract
1- Introduction
2- Literature review
3- Methodology
4- Results
5- Discussion
References
Abstract
This research focuses on the study of the impact of the HRIS’ use in human resources department (HR) on individual innovation capability. A research model was proposed and the related hypotheses were tested within human resources department of Tunisian companies with 42 respondents. Results estimated by Smart PLS software, showed that HRIS usage enhances individual innovation capability of Tunisian HR employees. Moreover, it has been found that employees’ affective commitment moderates the relationship between HRIS usage and individual innovation capability. In fact, more the employees are engaged affectively to their organization more the HRIS impact is positive and noteworthy on individual innovation behavior of HR staff. The study allows clarifying some lines which are responsible of improving individual creativity.
Introduction
The international environment has grown uncertain and become difficultto predict. Since January 14th 2011, Tunisia’s postrevolution environmentinduced Tunisian companies into changing their working methods and adapting themselves to an increasingly more and more competitive and uncertain environment (Ben Moussa, 2018). Accordingly, to survive and remain competitive, companies should have an information system able to make available reliable and consistent information on all the company’s activities. Itis information that now guides decision-making because it generates knowledge within the organization and as such it is essential for the continuity of the company’s activities. With the classic (non-integrated) information systems, companies find it difficult to manage a large amount of information coming from their different partners. This has forced companies all over the world to gear towards the adoption of information systems able to integrate data on all of the company’s activities (Markus, Axline, Petrie, & Tanis, 2000). These systems provide a knowledge platform that allows users to share information from different sectors such as manufacturing, finance, human resources, etc. (Davenport, 1998; Purvis, Sambamurthy, & Zmud, 2001). These systems are able to support decision-making and provide competitive advantages to the organization (Shao, Feng, & Liu, 2012; Wu & Wang, 2007). Similarly, Tunisian SMEs aremovingmore andmore towards the adoption of new information systems like Enterprise Resource Planning (ERP).