Key Determinants of Attitudes Towards E-HRM Adoption Behaviour; Special Reference to Non-Executive Level Employees in Apparel Sector, Sri Lanka

To survive in today's business world, it is essential to adopt technologies for every aspect of the businesses since in every filed of business identified that technology as a most convenient way to perform task and duties compared to other methods. However, in a developing country like Sri Lanka adopting these technologies to perform their job tasks are limited due to the attitudes of users of its uses are not positive as organizations expected. E-HRM as a part of the technology used by HR departments of organizations supports for smooth functioning of HR-related works and due to the advantages associated with E-HRM organizations intend to adopt E-HRM to their organizations. Therefore, employees are supposed to use them to perform their HR tasks. However, the lack of attitudes towards adopting E-HRM to perform their HR tasks is identified as a critical issue in lower-level employees in an organizational context. Therefore, this study aims to explore the determinants that derive employee positive attitudes towards E-HRM systems. Most E-HRM adoption researchers focus on developed contexts and there is a lack of studies in developing contexts. Thus, the generalizability of the above study findings is difficult since the differences between these two contexts. Usage of E-HRM success depends on the employee’s attitudes about the E-HRM system and knowing their perspectives about the system before and after implementing it is important. After reviewing the existing literature, independent variables were identified, and a conceptual model was developed. A survey was distributed by using a convenient sampling technique among machine operators of the ABC Pvt Ltd in the Koggala industrial zone, Southern Province, Sri Lanka, and 200 responses were gathered by exceeding the minimum sample size identified in the study. Data analysis was done by using SPSS 23 version. Study results found that there is a positive influence of selected five independent variables on the non-executive level employee’s attitudes towards E-HRM adoption. Moreover, perceived ease of use and facilitating conditions are identified as the most significant determinants that influence non-executive level employees’ attitudes towards E-HRM adoption. These findings will be beneficial to developing contexts where they have to compete in the global market, and they have to improve the level of E-HRM adoption and usage. The research has contributed to the body of knowledge in the E-HRM research by providing a greater understanding and important insights into the determinants that affect the organizational adoption of E-HRM within developing contexts.