Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

Sign In to gain access to subscriptions and/or personal tools.
Asia Pacific Journal of Human Resources
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Right arrow Citation Map
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Similar articles in Web of Science
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via Web of Science (1)
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Teo, T. S.H.
Right arrow Articles by Fedric, S. A.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Complore   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati   Add to Twitter  
What's this?

The adoption and diffusion of human resources information systems in Singapore

Thompson S.H. Teo

Ghee Soon Lim

Sherin Ann Fedric

National University of Singapore, Singapore

This study examines the relationship between innovation, organizational and environmental characteristics, and the adoption of HRIS. Discriminant analysis of the data reveals that departmental relative advantage, compatibility, top management support, organization size and HRIS expertise are positively related to the adoption of HRIS. The study also examines if there is a relationship between the extent of HRIS adoption (measured by the number of workstations used for HRM and the total number of HRIS applications) and innovation, organizational and environmental variables. The results indicate that organization size has a significant relationship with the extent of HRIS adoption. Top management support is only significant in the regression with total number of HRIS applications as the dependent variable, while competition is only significant in the regression with number of workstations as the dependent variable. Implications of the results are discussed.

Key Words: adoption • human resources • information technology

Asia Pacific Journal of Human Resources, Vol. 45, No. 1, 44-62 (2007)
DOI: 10.1177/1038411107075402
Add to CiteULike CiteULike   Add to Complore Complore   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati   Add to Twitter Twitter    What's this?