Designing an Adoption Model for Electronic Human Resource Management in Service-Oriented Organizations: A Case Study of Tehran Municipality

Document Type : Research Paper

Authors

1 Ph.D. Candidate, Department of Leadership and human capital, Faculty of Public Administration and Organizational Sciences, Kish International Campus, University of Tehran, Iran.

2 Associate Prof., Department of Leadership and human capital, Faculty of Public Administration and Organizational Sciences, College of Management, University of Tehran, Tehran, Iran.

Abstract

This study aims to develop an adoption model tailored for service-oriented organizations and then evaluate its effectiveness within the specific context of Tehran Municipality, Iran's foremost service-oriented institution. Utilizing a mixed-method research approach integrating qualitative and quantitative methodologies, this study delineated the dimensions, categories, and indicators pertinent to the adoption of Electronic Human Resource Management (EHRM) systems in service-oriented organizations. Qualitative methodologies were employed to identify and develop the adoption model, which was subsequently evaluated within Tehran Municipality using a quantitative approach. In the qualitative segment of this study, in-depth interviews were conducted using a snowball sampling technique until theoretical saturation was achieved. For the quantitative phase, a sample of 310 experts affiliated with Tehran Municipality's EHRM system was surveyed. Structural equation modeling and Smart PLS 4.0 software were employed for data analysis. Ultimately, this research extracted five dimensions, 14 categories, and 94 indicators for the proposed adoption model. Notably, experts accorded the highest priority to the technological dimension in the adoption model, with specific emphasis on “adaptive architecture, security and privacy of employees, trialability and reliability, organizational citizenship behavior, organizational dynamic capabilities, digital Leadership Policy and Actions, cloud computing, etc…”, as pivotal factors in EHRM adoption. The organizational dimension assumed the second-highest priority, while the individual dimension was assigned a third-place ranking. Micro and macro-environmental factors followed in subsequent priority order.

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References

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Journal of Information Technology Management
Volume 16, Issue 2
2024
Pages 91-111

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