The Impact of Human Resource Information System (HRIS) Usage on Employee Job Involvement: The Moderating Role of Digital Literacy.

Abstract

Technological advancements have transformed human resource management (HRM) functions in organizational settings. As a result, Human Resource Information Systems (HRIS) are increasingly important in managing human assets. Although research on HRIS adoption is commonly available, the influence of HRIS usage on employee-level outcomes is underresearched. This study examines the impact of HRIS usage on employee job involvement in selected apparel firms in Sri Lanka. Employees involved in present duties and obligations are considered a significant employee-level outcome in determining the success of organizational goal achievement. Digital literacy was examined as a boundary condition in the main study relationships. Employees' literacy in digital technologies may have a significant influence on HRIS usage at work and involvement in the job. Building on the Technology Acceptance Model (TAM), the study conceptualizes HRIS usage as system quality, information quality, ease of use, and perceived usefulness as independent variables. To investigate the impact of HRIS usage on job involvement, 132 HRIS users in selected apparel sector organizations were chosen using a simple random sampling method. The data was analyzed using multiple regression via Statistical Package for Social Sciences (SPSS) version 27. The moderation effect was assessed using PROCESS MACRO version 4.2. The findings show that system quality positively affects employee job involvement, and digital literacy moderates the relationship between system quality and job involvement. However, the rest of the study relationships, i.e., information quality, ease of use, and perceived usefulness, did not significantly affect job involvement. The results provide insights for future researchers and organizations seeking to enhance employees' job involvement through HRIS usage at work. Organizations can focus on improving the quality of HRIS systems and investing in improving digital skills through continuous training for HRIS users to maximize the value of HRIS for organizational work in the digital world.