Factors Influencing the Behavioral Intention to Use the Human Resource Information System (HRIS) of MSEUF Employees: An Extended Technology Acceptance Model

Management Information Systems (MIS) has been a game changer in many organizations. Several studies have proven that using MIS could enhance decision-making, increase productivity and efficiency, enhance communication and collaboration, and data management and security to name some. However, this requires proper utilization and deployment to maximize its potential benefits. In the case of Manuel S. Enverga University Foundation, the Human Resource Information System (HRIS) has been implemented. It was recorded that the current utilization rate of the systems was below 70%, thus indicating potential gaps in the system's adoption across all HR functions. Therefore, this research aims to explore the different factors that contribute to the low utilization of the HRIS and provide recommendations on how to enhance its application. This research used a causal research design that aims to establish the cause-and-effect of several variables on the behavioral intention of the employees to use the HRIS. Moreover, this study used the Technology Acceptance Model (TAM) to help understand how this system would enhance employees’ job performance based on perceived usefulness and ease of use. In addition, factors such as training, information quality, and social influence were also explored. The findings showed that training, information quality, and social influence have a positive relationship with perceived usefulness (PU) and perceived ease of use (PEU). And finally, it was highlighted that PU and PEU have a positive to strong positive relationship with behavioral intention of using the HRIS.