Factors affecting the intention to adopt cloud-based HRMS towards innovative behaviour among SMEs Employees in Jordan

• Main Author: Nassoura, Mohammed Bassam Abdulraheem
• Format: Thesis
• Language: English; English
• Published: 2023
• Subjects: HD Industries. Land use. Labor.; HD60 Small Business.
• Online Access: https://etd.uum.edu.my/10858/1/s901942_01.pdf; https://etd.uum.edu.my/10858/2/s901942_02.pdf; https://etd.uum.edu.my/10858/

Small and Medium-Sized Entrepreneurs (SMEs) need to be prepared for external challenges that are mostly beyond their control. They need to improve their internal strength by optimizing their work processes. However, this can only be effective if employees innovate to improve their work. Centrally stored data is beneficial to a company because cloud technology facilitates the work of human resource (HR) employees and increases the efficiency of the HR department. Despite the growing interest in using human resources management systems (HRMS) in various companies, there are limited empirical studies on cloud-based HRMS and employees‘ innovative behavior in Jordan SMEs. This study investigates factors impacting SME employees' intention to adopt a cloud-based HRMS and the moderating role of leadership support. Data gathered from 336 employees of Information and Communication Technologies (ICT) SMEs in Jordan were analyzed using Partial Least Squares - Structural Equation Modelling via SmartPLS3.0. The results show that technological factors have a significant impact on employees' intention to adopt cloud-based HRMS. In addition, employees' curiosity affects their intention and innovative behavior towards cloud-based HRMS. Further analysis reveals that leadership support moderates the relationship between employees' intention to adopt a cloud-based HRMS and innovative behavior. Employees with higher level of curiosity are better lateral thinkers, which helps them to perform innovative tasks. SMEs should emphasize leadership support to foster the development of creative ideas among employees. It paves the way for implementing these ideas through innovative actions, gaining new knowledge, and putting this knowledge into practice. This leads to optimistic, confident experiences and personal growth in the workplace. In terms of theoretical contributions, this study applied Theory of Planned Behavior as an underpinning theory and Diffusion of Innovation Theory, Self-determination Theory, and Path-Goal Theory as supporting theories in the proposed framework.