Analyzing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention

An in-depth case of an e-Recruiting system implementation is used while focusing on the level of Human Resource (HR) employees to research unintended consequences during the implementation of Human Resources Information Systems (HRISs). We develop a model that integrates the belief and attitude component of the technology acceptance literature with work-related consequences. We provide evidence for an indirect effect of attitudes toward the HRIS on turnover intention that is fully mediated by job satisfaction. Our results contribute to the literature on systems implementations and technology adoption by suggesting work-related outcomes as important additional success variables.

► HRIS implementation affects HR personnel job satisfaction and turnover intention.
► Development of a model of technology acceptance and work-related consequences.
► Attitude toward an IS influences work-related consequences in mandated usage settings.
► HRIS implementations influence the occupational identity of HR personnel.
► Individual work-related consequences as success variables of system implementations.