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UTAUT and
Investigating the antecedents of TTF
HRIS adoption in public sector
organizations: integration of
UTAUT and TTF
Abeer F. Alkhwaldi Received 8 April 2022
Revised 13 August 2022
Department of Management Information Systems, School of Business, 22 August 2022
Mutah University, Karak, Jordan Accepted 25 August 2022

Buthina Alobidyeen
Department of Business Administration, College of Business,
Tafila Technical University, Tafila, Jordan
Amir A. Abdulmuhsin
Department of Management Information Systems,
College of Administration and Economics, University of Mosul, Mosul, Iraq, and
Manaf Al-Okaily
School of Business, Jadara University, Irbid, Jordan

Abstract
Purpose – This paper aims to propose a user adoption model of human resource information system (HRIS)
in the Jordanian public sector by integrating the task technology fit (TTF) model and the unified theory of
acceptance and usage of technology (UTAUT).
Design/methodology/approach – Using a quantitative approach, survey data were collected using an
online survey from employees working in four different public organizations in Jordan, and structural
equation modelling has been used to validate the research model.
Findings – The study found that among the constructs of the UTAUT model performance expectancy,
social influence and facilitating condition have a significant effect on users’ behavioural intention to adopt
HRIS. Furthermore, the results also reveal that effort expectancy has an insignificant effect on adoption
behaviour. The findings also show that all TTF hypotheses were supported by the data collected. Both task
characteristics and technology characteristics have a significant effect on the TTF construct, which further
determines users’ adoption behaviour.
Originality/value – These findings contribute to the extant academic literature and have practical
implications, improving the understanding of the HRIS adoption and use in public sector
organizations.
Keywords Structural equation modelling, HRIS, Public Sector, Jordan, UTAUT,
Task technology fit, SEM, Human resources
Paper type Research paper

International Journal of
Organizational Analysis
Many thanks are due to the Mutah University, Tafila Technical University, University of Mosul, and © Emerald Publishing Limited
1934-8835
Jadara University for encouraging to complete this study. DOI 10.1108/IJOA-04-2022-3228
IJOA 1. Introduction
In today’s knowledge economy, organizational success depends almost disproportionally on
the performance of human resources (HR) (Chakraborty and Mansor, 2013; Moussa and El
Arbi, 2020). Human resource management (HRM) is widely acknowledged to be one of the
most challenging aspects of modern business. Recently, HRM focus has been shifted
towards the strategic analysis of workforce and knowledge sharing, which also evolved to
be a significant contributor to the strategic management of organizations (Alam et al., 2016;
Karikari et al., 2015). This shift is partially attributed to HR information technology (IT),
such as HR information system (HRIS). HRIS is defined as “a system used to acquire, store,
manipulate, analyze, retrieve and distribute pertinent information about an organization’s
human resources” (Kassim et al., 2012). Three goals were identified for organizations
introducing HRIS, namely, cost reduction, improvement of HR services and improvement of
HRM strategic orientation (Bondarouk et al., 2017).
Organizations, both in the public and private sectors, are becoming more reliant on
HRISs to improve the effectiveness and efficiency of HR management, through the
automation of the routine operations of the human resource function and raising the
productivity of HR employees (Taamneh et al., 2021; Al-Okaily, 2021; Lippert and Swiercz,
2005; Moussa and El Arbi, 2020). At the functional level, HRISs allow managers not only to
keep track of information concerning applicant/employee demographics and qualifications,
but also their recruitment, professional training and development, e-performance
management and assessment, payroll, remunerations and retention (Al-Okaily and Al-
Okaily, 2022; Bondarouk and Ruël, 2013; Karikari et al., 2015).
In the past decade, the government in the Hashemite Kingdome of Jordan made concerted
efforts to provide a robust platform for the country’s transition to a knowledge-based society
(MODEE, 2019; MOICT, 2013). E-government is variously defined but the common focus is
on the use of information and communication technology (ICT) tools and applications to
deliver more convenient and flexible services, improve the internal management of public
organizations and enhance democratic participation (Al-Mobaideen et al., 2013; Alkhwaldi,
2019). The HRIS has been a part of the improvements proposed and achieved under the e-
government initiatives and projects of the Jordanian government according to the digital
transformation strategy for public services. Although organizations have spent millions of
dollars on the implementation of different information systems (ISs), usage rates among end-
users remain low, particularly in developing countries (ALKhwaldi et al., 2017; Alkhwaldi
et al., 2018; Fobang et al., 2019). This has been highlighted in the context of the e-government
system (Lean et al., 2009), cloud-based e-government services (Alkhwaldi, 2019) and e-HR
management system (Yusliza and Ramayah, 2011).
The body of HRIS literature has been growing; however, the focus of these studies has
been predominantly on HRIS adoption by organizations in the private sector (Al-Dmour
et al., 2017). In fact, the adoption of HRIS can be a challenging matter as it can require a long
time before espoused pre-adoption benefits become available after the system is fully
assimilated (Troshani et al., 2010). According to Troshani et al. (2011), public sector adoption
of HRIS could be even more challenging compared to the private sector for different reasons.
For instance, the underlying goals of the public sector are incompatible with those of the
private sector, which are driven by considerations of economic viability and profit-making.
In addition, unlike private sector organizations that generally adopt IT/IS proactive, due to a
bureaucratic culture, public sector organizations generally introduce IT/IS reactive. Yet, the
public sector adoption of HRIS remains an under-researched phenomenon.
Although there is a lack of studies about the public sector acceptance and adoption of HRIS,
studies are available about the adoption of other IS/IT in the public sector context. Extant research
has investigated the adoption of cloud-based services in the public sector (Alkhwaldi, 2019; Shin, UTAUT and
2013), the adoption of health-care technologies in Bangladesh (Hossain et al., 2019) and Jordan TTF
(Alalwan et al., 2017), adoption of mobile and e-payment systems (Al-Qudah et al., 2022; Al-Okaily
et al., 2022a; Alkhwaldi and Al Eshoush, 2022). However, the findings in extant research may not
be readily applicable to the adoption of HRIS. There is general agreement that factors that drive
technology adoption depend on the type of IT/IS suggesting that no one-size-fits-all approach can
be accepted across different technologies and areas, and that factors that drive the adoption of
specific IT/IS require specific attention (Troshani et al., 2011). This is consistent with criticism of
extant IT/IS adoption research according to which “search for a universalistic theory may be
inappropriate given the fundamental differences that exist across innovation types. Empirical
support for this conclusion is accumulating” (Dewar and Dutton, 1986, p. 1422). In addition, HRISs
are highly complex technology and driven by significant regulatory requirements. The impact of
these requirements may be even more pronounced in the public sector setting, which is more open
compared to the private sector for providing flexible employment opportunities to achieve work–
life balance objectives (Taylor, 2010; Troshani et al., 2011).
The extant studies have tried to explain HRIS adoption based on end-user perceptions of
IT such as perceived ease of use (PEoU) and perceived usefulness (PU) (Yusliza et al., 2011),
relative advantage, complexity, compatibility (Kassim et al., 2012) and user satisfaction
(Al-Khowaiter et al., 2013). However, solely focusing on end-user perceptions of IT maybe
not be enough. The task technology fit (TTF) model postulates that individuals will adopt
and use IT based on the fit between IT characteristics and tasks’ requirements (Goodhue
and Thompson, 1995). Although end-users perceive IT as being advanced, they do not adopt
such technology if they consider it to be unfit for their job tasks and could not enhance their
performance. This research paper integrates the TTF model and the unified theory of
acceptance and usage of technology (UTAUT) to explain employee (end-user) adoption of
HRIS in the Jordanian public sector from both perspectives, including TTF and technology
perception. The results of this research illustrated that both types of constructs indeed
significantly affect user adoption behaviour.

2. Theoretical background and research model

Researchers have examined HRISs from the perspectives of the theory of planned behaviour
(TPB), the technology acceptance model (TAM), the human–organization–technology fit
(HOT-fit) model and the technology–organizational–environment (TOE) framework. TPB
has been used as a research theoretical framework to identify potential factors influencing
the behavioural intention (BI) to use the electronic HRM (e-HRM) system among HR
professionals (Yusliza and Ramayah, 2011). These factors include attitude, subjective norm
and perceived behavioural control (Yusliza and Ramayah, 2011). Göktas  and Akgül (2019)
used the technology acceptance model (TAM) to investigate the employers’ adoption of
HRIS. The findings of their research revealed that PEoU and PU had a significant role in
employers’ BI to use the HRIS, attitudes towards using and actual usage of the system
 and Akgül, 2019). Based on the integration of the (HOT-fit) model and (TOE)
(Göktas
framework, Alam et al. (2016) specified the five most key factors influencing the
management decision to adopt HRIS, which are IT infrastructure, IT capabilities of staff, top
management support, competitive pressure and perceived cost (Alam et al., 2016).
Through the analysis of the extant literature on HRIS acceptance and adoption, although
HRIS entails the implementation of IT and other organizational resources to manage HR
processes more efficiently and effectively, the topic of HRIS has not been fully researched by
scholars on the IS/IT field (Al-Khowaiter et al., 2013). Published studies of these ISs have
mainly focused on their benefits and barriers (Khan et al., 2017; Ramírez and Tejada, 2022),
IJOA their strategic contribution to HRM (Irum and Yadav, 2019), security and trust issues
(Lippert, 2005; Anang et al.2021). While a few studies (Chakrabortya and Abu Mansor, 2013;
 and Akgül, 2022) have
Alam et al., 2016; Al-Dmour et al., 2017; Fobang et al., 2019; Göktas
applied well-known theories and models of IT/IS acceptance and adoption to present the
case of HRIS acceptance and adoption at all levels, none has investigated the user level of
HRIS adoption in the public sector in general and in Hashemite Kingdome of Jordan in
particular. In addition, none of the earlier studies has empirically validated a theoretical
model that can consider the mandatory usage of an HRIS. The TTF model and the UTAUT
have been found to be appropriate for investigating the adoption of a system whose usage is
mandatory (Al-Khowaiter et al., 2013; Mohammed et al., 2017; Alkhwaldi, 2019). Given the
strong theoretical background of both theoretical models and their appropriateness for the
context studied (public sector), the authors decided to integrate TTF and UTAUT to develop
a guiding framework for the current study.
The TTF model is the focus of the current research. The TTF model argues that users
will only adopt IT/IS when it fits their tasks at hand and improves his/her performance
(Goodhue and Thompson, 1995). Since its inception, TTF has been widely used and
combined with other theoretical models such as TAM to understand users’ intention to use
ISs (Wu and Chen, 2017). Recently, the TTF model has been applied to explain students’ use
of digital libraries (Omotayo and Haliru, 2020). Empirical evidence shows a significant
relationship between the independent variables (e.g. task characteristics and technology
characteristics) and the use of digital libraries (Omotayo and Haliru, 2020). The TTF model
has also been used to explain the adoption of e-government systems such as the adoption of
the internet of things (IoT) technology for disaster management (Sinha et al., 2019) and cloud
computing for e-government implementation (Mohammed et al., 2017). Task characteristics
and technology characteristics (relative advantage, compatibility, trialability and security)
influence the TTF, which further affects the decision to adopt cloud computing technology
in an e-government context (Mohammed et al., 2017). In addition, Faqih and Jaradat (2021)
applied the TTF to investigate the adoption of augmented reality IT in education (Faqih and
Jaradat, 2021). Figure 1 shows that both task and technology characteristics influence the
TTF, which in turn determines the actual use and individual performance.
As an extension to TAM, Venkatesh et al. (2003) proposed the UTAUT. They found that
user BI and actual usage of IT/IS are influenced mainly by four critical constructs:
performance expectancy (PE), effort expectancy (EE), social influence (SI) and facilitating
conditions (FC) (A. Alkhwaldi and Kamala, 2017; Venkatesh et al., 2003).
The UTAUT model was developed through the integration of eight dominant theoretical
models: the theory of reasoned action (TRA), TPB, social cognitive theory (SCT), TAM, the
model of personal computer utilization (MPCU), motivational model (MM), combined TAM-
TPB and the innovation diffusion theory (IDT). Compared to TAM, the UTAUT model has
not been as widely used, yet it has gradually drawn scholars’ attention and has been used to
explore users’ acceptance and use of e-government systems (A. F. A. Alkhwaldi et al., 2018;
Kurfalı et al., 2017; Lian, 2015; Sharma et al., 2018), HRIS (Al-Khowaiter et al., 2013;

Figure 1.
TTF model (Goodhue
and Thompson, 1995)
Fobang et al., 2019), e-learning (Alkhwaldi and Absulmuhsin, 2021; Alwahaishi, 2021) and UTAUT and
location-based applications (Budi et al., 2021). PE, EE, FC, trust and information quality are TTF
found to be the key determinants of citizens’ BI to use government services (m G-App) in
Oman (Sharma et al., 2018). The UTAUT has also been revised to investigate citizens’
acceptance towards using e-government in Turkey (Kurfalı et al., 2017). In addition to the
original factors, trust of internet (TOI) and trust of government (TOG) are also introduced to
enrich the proposed model (Kurfalı et al., 2017). Moreover, Fobang et al. (2019) found that PE
and internal SI have a significant impact on the BI to adopt an HRIS.
To remain competitive, organizations should adopt an IS that has the ability to generate
available consistent, and reliable information on all the organization’s activities and tasks.
Currently, the decision-making process is guided by information as it produces knowledge
within the organization and as such, it is imperative for the continuity of the corporation’s
activities. With a non-integrated (classic) IS, an organization finds it sophisticated to
manage a huge amount of information originating from its different partners. Thus,
corporations all over the world geared towards the adoption of IS are able to integrate
information on all of the corporation’s activities (Shen et al., 2016). These ISs provide
knowledge-based platforms that allow system users to share information for different
departments (e.g. HR). Therefore, compared with traditional HR systems, HRIS is more
advantageous for organizations, contributing to a higher TTF. An HRIS is able to support
the decision-making process and introduce competitive advantages to the organization
(Karikari et al., 2015; Troshani et al., 2010). On the other hand, as claimed by the TTF model,
a complex task will reduce the TTF (Goodhue and Thompson, 1995). According to Omotayo
and Haliru (2020), when tasks become more effortful, technology will hardly satisfy task
requirements. The impact of task and technology characteristics of TTF has been
established in earlier literature. A study conducted by Khan et al. (2018) confirms that task
characteristics and technology characteristics positively influence TTF, which in turn has a
positive influence on BI (Khan et al., 2018). Wang et al. (2020) found that technology and task
characteristics significantly determine the TTF in addition to the positive effect of TTF on
consumers’ BI to use health-care wearable devices (HWDs) (H. Wang et al., 2020).
Compared with traditional HR systems, HRIS has much stronger technological strengths
in the aspects of convenient access openness and ease of use. Such technological advantages
can better meet users’ job requirements and improve their performance (Al-Rahmi et al.,
2022). In the TTF model, technologies are seen as the tools used by individuals to finish their
tasks. Task characteristics may motivate a user to use a certain technology (Faqih and
Jaradat, 2021). According to the TTF model, a good degree of TTF will promote users’
adoption of IT/IS (Al-Rahmi et al., 2022). For instance, even though the HRIS has plenty of
technological charms or functional merits, if the user does not have such HR job
requirements or feels it difficult to realize it, they still feel unsatisfied and will give up HRIS
services. The authors assume that the TTF will influence users’ intentions to adopt HRIS
within public sector organizations.
A good TTF will promote users’ adoption of the HRIS. In contrast, a poor task-
technology fit will decrease users’ BI to adopt the technology (H. Wang et al., 2020;
S. Wang, 2021; Yen et al., 2010). For example, although HRIS has many advantages, if
system users (e.g. HR staff) do not require e-transactions (e.g. they are mostly in their offices
and have a low demand for integrated systems and information sharing), they will select
classic or traditional HR system rather than HRIS. Previous studies also suggest the
significance of TTF on users’ acceptance and use of IT/IS. Khan et al. (2018) noted that TTF
has a positive influence on BI to adopt massive open online courses (MOOCs). Yen et al.
IJOA (2010) found that TTF is a significant predictor of a user’s BI to adopt wireless technology.
Thus, this research proposes the following hypotheses:

H1. Task characteristics of HRIS will significantly influence TTF.

H2. Technology characteristics of HRIS will significantly influence TTF.
H3. TTF will significantly influence users’ BIs to adopt HRIS in public sector
organizations.
Venkatesh et al. (2003) define PE as “the degree to which an individual believes that using the
system will help him or her to attain gains in job performance”. This construct is similar to
PU in TAM/TAM2 and combined TAM-TPB, the outcome expectancy in SCT, extrinsic
motivation in MM, job fit in MPCU and relative advantage in IDT (Venkatesh et al., 2003). It
reflects users’ perception of performance improvement by using the HRIS in public sector
organizations. Herein, PE indicates the extent to which HRIS help users improve their HRM
tasks. Earlier literature has found that PE is a key determinant of BIs to use IT (Abeer F.
Alkhwaldi and Al-Ajaleen, 2022; Abeer F. Alkhwaldi and Al Eshoush, 2022; Taamneh et al.,
2022; Wan et al., 2020). In the HRIS context, when users believe HRIS enables them to
increase HR effectiveness, they are more likely to adopt such an IS.
EE can be defined as “the degree of ease associated with the use of the system”. Similar
constructs introduced in the previous theoretical models are complexity in MPCU and IDT
and PEoU in TAM/TAM2 (Venkatesh et al., 2003). It reflects users’ perception of how
difficult it is to use an HRIS. In the context of HRIS, EE is to mirror users’ perceptions of how
easy to use HRIS in HRM. Earlier literature has reported that EE has a positive impact on
users’ IT/IS acceptance and use (Al-Rahmi et al., 2022; H. Wang et al., 2020). When users
believe that using HRIS is easy and effortless, they would be more likely to accept such an IS.
SI is “the degree to which an individual perceives that important others believe he or she should
use the new system”. In the UTAUT, SI is derived from social factors in MPCU, the image in DOI
and subjective norms (TRA, TPB, TAM2 and combined TAM-TPB) (Venkatesh et al., 2003). It
reflects the impact of environmental factors such as the opinions of users’ superiors, friends and
relatives on their BI to adopt and use HRIS. The rationale behind SI could be that individuals
want to strengthen their relationships with important others by following their views of specific
behaviours (Wang et al., 2020). Earlier research has found that SI is a critical antecedent of IT/IS
acceptance and use (Al-Okailyet al.2022b; Alkhwaldi and Absulmuhsin, 2021). Users are more
likely willing to adopt HRIS if important others accept to use it.
FC can be defined as “the degree to which an individual believes that an organizational and
technical infrastructure exists to support the use of the system”. The FC construct is similar to
compatibility in IDT, FC in MPCU and perceived behaviour al control in (TPB and combined
TAM-TPB) (Venkatesh et al., 2003). The FC construct reflects the effect of users’ ability,
knowledge and resources on the BI to use HRIS. Different from the original UTAUT theoretical
model where FC is directly related to usage behaviour (Venkatesh et al., 2003), previous research
has evidenced that an improvement in FC enhanced users’ BI to adopt and accept IT/IS (Al-
Okaily et al., 2022a; Alkhwaldi, 2019; Moghavvemi et al., 2017; Wang et al., 2020). In the context of
this research, FC will be measured based on the perceptions of HRIS users concerning the
accessibility to the required ICT resources to support the use of the HRISs in the public sector.
Supporting facilities could include training, technical support, materials accessible to enhance
users’ skills and system accessibility. Previous studies also revealed the effects of the four
constructs: PE, EE, SI and FC on the user’s BI (Al-Okaily et al., 2022b; Tan, 2013; Wang et al.,
2020). Drawing on the above discussion, the following hypotheses are inferred:
 H4. PE will significantly influence users’ BIs to adopt HRIS in public sector organizations. UTAUT and
H5. EE will significantly influence users’ BIs to adopt HRIS in public sector organizations. TTF
H6. SI will significantly influence users’ BIs to adopt HRIS in public sector organizations.
H7. FC will significantly influence users’ BIs to adopt HRIS in public sector organizations.
In addition, intentions to use a certain IT does not necessarily translate into the actual
use of that technology. The research across the disciplines of sociology, technology
and psychology claims that the BI of individuals to refrain from performing or
perform an identified behaviour could be considered the best predictor to carry out a
certain action (Ajzen and Fishbein, 1980; Alkhwaldi and Absulmuhsin, 2021;
Venkatesh et al., 2003). This presupposition has been widely confirmed in IT/IS
research (Alalwan et al., 2017; Taylor and Todd, 1995). Drawing on consistent
findings of the earlier studies that BI is a determinant of the actual behaviour of
people, the literature has examined factors that could influence BI to use, rather than
actual usage. Hence, the current study investigates the respondents’ BI to accept HRIS
on the basis of an integrated UTAUT-TTF model. BI is defined as the commitment
level that the user shows to become involved in a particular behaviour (Ngai et al.,
2007), which in the context of this study is the HRIS users’ commitment level to accept
the use of a system to fulfil the HR administrative process objectives and ensure its
continuity. Based on the prior discussion, the researchers conceptualize the research
model (Figure 2).

3. Research methodology
3.1 Participants and data collection
Data were collected using an online survey from employees working in four different public
organizations in Jordan (Jordan customs, Social Security, Municipality of Greater Amman
and Aqaba Special Economic Zone Authority, mainly in the HR department) who are using
the HRIS to accomplish their daily tasks. This convenience sample was used because there
was a reasonable number of HRIS users at these places, and the researchers could very
quickly obtain an acceptable sample size. The sampling frame for this study was a list of

Figure 2.
The research model
IJOA staff in the HR departments, including HR managers. Participation in the questionnaire was
entirely voluntary. In addition, participants were granted the right to withdraw with no
restrictions at any time.
As the original version of the survey was developed in English, while Arabic is the official
language in the Hashemite Kingdom of Jordan (HJK), the survey items were translated into
Arabic by one researcher. Then, a second researcher translated these Arabic items back into
English to ensure consistency. To validate the translation process, the questionnaire was
sent to a Jordanian linguist teacher and four academic staff in public Jordanian universities.
It is imperative to use simple, clear and understood language in formulating the instrument
items. Thus, this research followed the “back translation” approach because of its common
use in international studies (Saunders et al., 2019). This procedure offers additional quality
checks and confirms whether the translation process includes all the original aspects
(Ozolins, 2008).
After the questionnaire items were formulated, a pre-test was conducted and involved
seven users with extended HRIS usage experience to offer feedback on the simplicity,
adequacy and clarity of the research instrument. Based on their suggestions, some items
were amended to improve the readability. The online questionnaire link was advertised to
the targeted sample through various communication channels (e.g. social media groups and
personal emails). Data collection using online media is best suitable during this pandemic
(Alsaad and Al-Okaily, 2022; Barua and Barua, 2021). The HRIS users were given the
questionnaire and asked to fill them out based on their usage experience. The online survey
was available to access through an online surveys website https://docs.google.com/. After
scrutinizing all collected questionnaires, those that had too many missing values or had the
same answer to all questions were eliminated. Among the 254 questionnaires returned, 211
were valid for data analysis, giving a completion rate of 83.07%.

3.2 Instrument
The proposed theoretical model includes eight factors, which were measured with a total of
29 items. Most instrument items were adapted from the extant studies to maintain the
content validity (Straub, Boudreau, and Gefen, 2004). Measurements were extended or
modified from prior literature (Goodhue, 1995; Goodhue and Thompson, 1995; Lin and
Huang, 2008; Venkatesh et al., 2003; Zhou, Lu, and Wang, 2010) and tailored to fit this study
context; the adoption of HRIS in public sector organizations. Some of the measurement items
were modified for fitting the HRIS scenario (see Appendix). Furthermore, the items were
modified in line with the questions, objectives, problems, and hypotheses of this study in
order to measure the impact of different variables on the adoption intentions to use HRIS
from the users’ perspective. Some original measurements applied a seven-point Likert scale.
Dawes (2008) stated that there is no difference between seven- and five-point data sets
(Dawes, 2008). In addition, it has been suggested that using a five-point scale in a study
instrument is better compared to an 11- or seven-point scale (Revilla, Saris and Krosnick,
2014). Based on the above discussion, and to improve the degree of survey parsimony, each
construct was measured with a five-point Likert scale, ranging from “(1) strongly disagree”
to “(5) strongly agree”.

3.3 Common method variance

This study has adopted a quantitative research approach, and therefore, fresh observations
are required against outlined constructs. However, earlier research highlights that studies
that are based on a quantitative research method and collect data for exogenous and
endogenous variables at the same time may be influenced due to common method variance
(CMV) bias (Podsakoff et al., 2003). Following that, the current research has screened out UTAUT and
data with Harman single-factor analysis. To confirm that the data set is free from CMV bias, TTF
the authors have followed the criteria proposed by Podsakoff et al. (2003) stated covariance
values of the first factor must not be larger than “40%”, indicating that data is free from
CVM bias (Podsakoff et al., 2003). The results of Harman’s analysis show that the covariance
presented by the first factor was “24%”, and therefore smaller than the threshold value.
These findings confirmed the data set used in this study is not influenced by CMV bias.

4. Data analysis
4.1 Demographic information
The study sample demographics are shown in Table 1. Of the 211 useable subjects, 145 were
males (68.7%) and 66 were females (31.3%). Their ages ranged mainly between 30 and 49 years
old (87.6%). Concerning educational background, about half of the subjects had an undergraduate
degree (53.5%). Regarding their experience in the HR department, 34.1% are working in the
department for less than five years and 28.9% are working in the HR department for a period
between 11 and 15 years. About 45% of the respondents stated that their organizations are using
HRIS for more than ten years. For ethical considerations, all the participants were explicitly
informed that they would be asked questions about their personal information, such as
demographic data; that they were allowed to complete the questionnaire anonymously; and that
their personal information would be strictly confidential and used only for research purpose.

4.2 The normal distribution of the data

According to Hair et al. (2014), testing the presence of normality is essential in multivariate
analysis. In other words, if the data are not normally distributed, then it may affect the validity
and reliability of the results. In this study, the researchers used Jarque–Bera (skewness-kurtosis)
test to check whether the data are normally distributed or not. The skewness value indicates the
symmetry of the distribution (Pallant, 2010). A negative skew indicates that the distribution is
shifted to the right, whereas a positive skew indicates a shift to the left. Kurtosis provides

Demographic category Description (%) Frequency

Gender Male 70.7 149

Female 29.3 62
Age 20–29 11 23
30–39 37.4 79
40–49 50.2 106
< 50 1.4 3
Education background High school 9.5 20
Diploma 23.2 49
Undergraduate 53.5 113
Masters 11.4 24
Doctorate 2.4 5
Years of experience in the HR department < 5 years 34.1 72
5–10 years 19.4 41
11–15 years 28.9 61
> 15 years 17.6 37
Years of using the HRIS in the organization < 5 years 17.1 36 Table 1.
5–10 years 32.2 68 Demographic
> 10 years 45 95 distribution of
Never used 5.7 12 respondents
IJOA information about the height of the distribution (Pallant, 2010). The positive kurtosis value
indicates a peaked distribution, whereas a negative value indicates a flatter distribution. The
normal distribution of the data was assessed based on kurtosis and skewness parameters.
Kurtosis refers to “information about the ‘peakedness’ of the distribution”, whereas skewness
refers to “an indication of the symmetry of the distribution”. The normal range for skewness-
kurtosis value is 62.58, which is an indicator that the constructs are within the acceptable values
(Hair et al., 2014). As shown in Table 2, the research data were normally distributed.

4.3 Reliability test

Internal consistency reliability is a frequently used type of reliability in the IS domain
(Sekaran and Bougie,2016). It refers to the degree to which responses are consistent across
the items (variables) within a single measurement scale (Kline, 2015). A reliability test was
applied to measure the instrument consistency based on Cronbach’s a, see Table 2. Hinton
et al. (2014) have proposed four different cut-off points of instrument reliability: excellent
(a
0.90); high (0.70 < a < 0.90); high moderate (0.50 < a < 0.70); and low (a # 0.50)
(Hinton et al., 2014). The high Cronbach’s a value indicates that the model constructs are
internally consistent, which shows that items of a certain construct are measuring the same
content. Sekaran and Bougie (2016) stated that Cronbach’s a with a value of 0.70 or above is
considered to be acceptable (Sekaran and Bougie, 2016). Table 3 illustrates that all the
constructs have acceptable reliability values.

4.4 Constructs’ validity

Construct validity analysis is used to measure the degree of correspondence between the
operational measures and the theoretical concept. Byrne (2016) suggested using confirmatory

Skewness Kurtosis
Scale Statistic Std. error Statistic Std. error

PE 0.086 0.154 1.350 0.238

EE 0.237 0.154 1.089 0.238
SI 0.130 0.154 0.0824 0.238
FC 0.101 0.154 0.648 0.238
BI 0.264 0.154 0.760 0.238
Table 2. TAC 0.316 0.154 1.117 0.238
Research data were TTC 0.085 0.154 0.724 0.238
normally distributed TTF 0.291 0.154 0.572 0.238

Construct a No. of items Level

PE 0.854 4 High
EE 0.852 4 High
SI 0.834 4 High
FC 0.921 4 Excellent
BI 0.845 3 High
Table 3. TAC 0.856 3 High
Results of reliability TTC 0.825 3 High
test TTF 0.901 4 Excellent
factor analysis (CFA) to test validity (Byrne, 2016). The analysis includes assessing UTAUT and
convergent validity and discriminant validity. TTF

4.5 Convergent validity

The ad hoc tests used in this study for convergent validity were composite reliability (CR)
and average variance extracted (AVE). According to Hair et al. (2014), the acceptable
threshold for AVE is greater than 0.50, and CR is greater than 0.70. Thus, convergent
validity was established for all the constructs of the proposed study model, see Table 4.
Convergent validity refers to the extent to which items are believed to reflect a single
particular construct (Straub et al., 2004). Achieving convergent validity ensures that the
constructs that should be related are in fact related.

4.6 Discriminant validity

Discriminant validity is said to be achieved if the square roots of AVE for a particular
construct, which reside in the diagonal cells (Table 5), are greater than the correlation
coefficients between that construct and the other constructs, which are under the diagonal
cells (Hair et al., 2014; Abdulmuhsin et al., 2021). The results imply acceptable discriminant
validity, which indicates it is ensured that components of a particular construct are not
correlated with components belonging to other constructs. In other words, a variable is
considered different from other variables if the square root of the AVE for it is greater than
its correlations with other latent variables, which was satisfied for every variable of the
proposed research model of this study.

Construct AVE CR

PE 0.61 0.859
EE 0.61 0.854
SI 0.72 0.836
FC 0.63 0.830
BI 0.67 0.852
TAC 0.68 0.859 Table 4.
TTC 0.63 0.833 Results of construct
TTF 0.77 0.903 validity analysis

PE EE SI FC BI TAC TTC TTF

PE 0.78
EE 0.517*** 0.78
SI 0.307*** 0.314*** 0.85
FC 0.293*** 0.277*** 0.139* 0.79
BI 0.479*** 0.643*** 0.481*** 0.43*** 0.82
TAC 0.225** 0.378*** 0.23** 0.209** 0.393*** 0.82
TTC 0.555*** 0.272*** 0.145* 0.204** 0.419*** 0.407*** 0.79
Table 5.
TTF 0.422*** 0.637*** 0.303*** 0.188** 0.657*** 0.528*** 0.501*** 0.88 Results of
discriminant validity
Notes: *p < 0.05; **p < 0.01; ***p < 0.001 test
IJOA 4.7 Measurement model analysis
The overall model fit is adequate, as can be seen in Table 6. Adjusted x2/df (degrees of
freedom), x2, adjusted goodness of fit index (AGFI), goodness of fit index (GFI) and root
mean square error of approximation (RMSEA) are the most popular indicators used to
assess the model fit of the measurement model, as is in line with the existing academic
literature (Alkhwaldi and Abdulmuhsin, 2021; Shin, 2013). According to Hair et al. (2014), it
is recommended to report x2 statistics, in addition to at least one absolute index (e.g. GFI
and RMSEA; and one incremental index (e.g. Tucker–Lewis (TLI) coefficient, comparative
fit index (CFI) and normed fit index (NFI)). Hence, in this study, different fit indices were
interpreted to evaluate the model fit.
Although the x2 test of absolute model fit is sensitive to sample size and non-normality, a
better measure of fit is x2 over degrees of freedom. This ratio for the proposed model in this
study was 2.09, which was within the suggested 1–3 bracket (Chin and Todd, 1995; Gefen,
2000). In addition to the mentioned ratio, the authors also report some of the fit indices. The
GFI, AGFI, CFI, NFI and NNFI were reported. Anderson and Gerbing (1988) found CFI to be
one of the most stable and strongest fit indices. The authors also report the RMSEA, which
measures the discrepancy per degree of freedom (Steiger and Lind, 1980).
The CFI should be at or above 0.90 (Hoyle, 1995), while the AGFI should be at or above
0.80 (Chin and Todd, 1995; Segars and Grover, 1993). The CFI should be at or above 0.90
(Bentler and Bonett, 1980; Hoyle, 1995). The NFI and NNFI are more restrictive and require a
value of 0.90 or above (Hair et al., 2014). Lastly, the RMSEA should be below 0.10 but has
also been suggested to represent a reasonable error of approximation if it is below the more
restrictive threshold of 0.08 (Browne and Cudeck, 1993; Asad et al., 2021a, 2021b). Table 5
illustrates these statistics, which were all found to be in accordance with the recommended
levels.

4.8 Hypotheses testing

Having seen that the study model has a good model fit, the hypotheses testing was
performed using AMOS 25.0. The results of the hypothesis testing are presented in Table 7.
According to the results, all the proposed hypotheses, except H5, are supported; this implies
that six of the seven determinants of the study model are found to be significant in
predicting users’ BI to adopt HRIS in public sector organizations (Figure 3). Among those
six determinants, technology characteristics (TEC) has the greatest b of 0.48; that is to say, it
is the most significant variable in explaining BI to adopt and use HRIS. The path coefficients
of the research model were significant at either 0.001 or 0.01.
The researchers also conducted two ad hoc analyses to contrast the explained variances
of the individual TTF and UTAUT frameworks to that of the integrated study model.
According to the results, the explained variances of adoption intention of the individual

Fit statistics Study model Recommended value

2
X /df 2.09 <3
GFI 0.856 > 0.900
AGFI 0.817 > 0.800
CFI 0.953 > 0.900
Table 6. NFI 0.925 > 0.900
Model fit indices for NNFI 0.947 > 0.900
the study model RMSEA 0.066 < 0.080
TTF and UTAUT were 44.3 and 46.7%, respectively, indicating both of which were lower UTAUT and
compared to that of the integrated study model (58.5%). This demonstrated the explanation TTF
advantage of the integrated study model over both individual frameworks.

5. Discussion
The researchers used an online survey to test an integrated model of UTAUT and TTF that
explains employees’ intention to adopt HRIS in the Jordanian public sector. The results show
that all TTF hypotheses were supported by the data collected. Both TAC and TEC have a
significant effect on the TTF construct, which further determines users’ BI. This was in line
with the extant literature’s findings (Mohammed et al., 2017; Omotayo and Haliru, 2020;
Sinha et al., 2019; S. Wang, 2021). A positive and significant relationship was revealed
between the construct “TTF” and the intention to use HRIS in the context of public sector
organizations. TTF considers the ability of IT to boost tasks and fit tasks’ requirements
with available functionalities (Wu and Chen, 2017). In terms of HRIS for government use,
TTF is the extent to which the organization IS has desirable characteristics and applications
that fit the employees’ tasks. Hence, the capability of HRIS to boost the employees’ tasks
affected their intentions to use the system. This result implies that the “design” factor of
HRIS available in government organizations made provisions for functionalities that assist
the employees in the HR department to accomplish their different tasks.

Constructs’ Path Hypothesis

Hypothesis relationship coefficient (b) supported

H1 TAC ! TTF 0.38*** Yes

H2 TEC ! TTF 0.48*** Yes
H3 TTF ! BI 0.31*** Yes
H4 PE ! BI 0.38*** Yes
H5 EE ! BI 0.07 No
H6 SI ! BI 0.23** Yes
Table 7.
H7 FC ! BI 0.25** Yes Path coefficients and
hypothesis testing
Notes: **p < 0.01; ***p < 0.001 for the study sample

Figure 3.
The structural model
IJOA Therefore, when government organizations improve their HRIS, it is critical to take into
consideration the fit between user’s task requirements and HRIS functions. For instance,
HRIS is probably more appropriate for those using e-services frequently to complete their
work compared to non-users. For the group of e-services users, HRIS is a convenient way
that allows HR processes and activities to occur electronically at anytime and anywhere. For
the latter group of users, they are more likely to choose the traditional HR system rather
than the HRIS. Thus, there is a need to analyze the demand characteristics of different user
groups. Then, the organizations can differentiate the procedures to promote HRIS use to
users, differentiate the system functions and processes to users and then acquire a good
TTF. In turn, user adoption and usage behaviour can be promoted.
The current research is considered important for decision-makers and HR system
developers seeking to build quality standards and provide HRIS, which suits the demands of
the end-users (i.e. HR staff). The TTF model describes well how the task and technology
characteristics are added to the TTF to influence staff behaviour. As suggested by Goodhue
and Thompson (1995) in the TTF model, IT can improve user performance in all aspects of
technology acceptance. The TTF model offers a reasonable way to understand the
acceptance and adoption of HRIS in the governmental environment where the users have
different views about using technology. The original TTF model has been extended by a
number of scholars, e.g. the TTF integration with TAM (Wu and Chen, 2017; Yen et al.,
2010). In this paper, the researchers integrated the TTF model with the key constructs of
UTAUT, to offer further significant aspects to the literature about HRISs.
Technological tools (e.g. HRIS) have been implemented among institutions, both in the
public and private sectors, in their efforts to impart enhanced work experiences to
employees (Alkhwaldi and Aldhmour, 2022). However, Al-Okaily et al. (2022d) mentioned
the need to scrutinize these tools, such that their impact on employees’ experience could be
ascertained. The effect of these tools’ characteristics on employees’ experience should also
be examined, thus the acceptance and adoption of such tools. Hence, great care must be
applied when designing and developing IS.
The results indicate that among the constructs of the UTAUT model: PE, SI and FC have
a significant effect on users’ BI to adopt HRIS, while EE does not. These results were
consistent with those of previous research (Kurfalı et al., 2017). PE has a significant effect on
user adoption. Therefore, when government organizations develop HRIS functions, there is a
need to consider staff expectations towards the system functions. The system
improvements should be based on staff suggestions to better suit end users’ performance
expectations. The findings highlight the significance of managing the PE as a significant
determinant of users’ intentions to use HRIS. Wu and Chen (2017) proposed “openness” and
“reputation” as factors that can increase the users’ perceptions regarding the PE of the
technology. Further studies could investigate the role of these two components as
antecedent constructs of PE in the context of HRIS for government use.
In addition, effective training programmes can enhance staff knowledge and skills in
using HRIS. Hence, this can improve staff perception of FC. The direct impact of SI on BI
also deserves further attention. The public sector can benefit from the earlier adopters of
government organizations of HRIS, whose opinions and viewpoints may generate positive
word-of-mouth effects on the adoption behaviour of other organizations and individual
users. Also, identifying champions for offering the prerequisite training to HR staff can be a
positive motivation towards using relatively useful and integrated e-government systems,
such as HRIS.
The results also reveal that EE has an insignificant impact on adoption behaviour. This
may be because HR staff was prepared to use the system, regardless of the individual effort
that it would entail. Another possible explanation is that those employees were used to UTAUT and
using IT/IS in their daily life; thus, they have adequate experience with them. Venkatesh and TTF
Zhang (2010) stated that the effect of EE becomes a significant factor for users who are not
familiar with the IS and an insignificant determinant for experienced end-users. Therefore,
HRIS analysts, designers and developers should put efforts to minimize the complexity
associated with HRIS exploration and use. Providing help desks, training programmes and
workshops to end-users to effectively use the HRIS are also recommended to enhance users’
experiences in using such technologies.

5.1 Theoretical and practical implications

This research has both theoretical and practical implications. From a theoretical perspective,
this study, with a Jordanian research sample, supports the integrated links of TTF and
UTAUT, demonstrating the applicability of the integrated research model for
understanding user adoption of HRIS in the public sector. While a limited number of studies
have used TTF with IT/IS acceptance models to examine user adoption of mobile banking
services (Zhou et al., 2010), continuance intention towards using MOOCs (Wu and Chen,
2017), users’ BI towards adopting wireless technology (Yen et al., 2010), consumers’
acceptance of HWDs (Wang et al., 2020), relatively little has been done to address the staff
adoption of e-government systems, HRIS in particular. By contrast, the integrated HRIS
adoption model, in this study, not only well-explained users’ acceptance from the
perspectives of their perceptions and TTF, but also validated the role of TTF in users’
intentional use of HRIS. The findings elucidate the importance of integrating TTF
constructs with IT/IS acceptance theories to evaluate antecedents of staff acceptance
towards HRIS and other government systems.
Theoretically, this study is a significant effort in terms of unlocking the antecedents
accountable for a thorough and better understanding of the adoption of HRIS technology in
a governmental context in Jordan. Thus, the current study extends the contemporary IT/IS
adoption research in different ways. Firstly, the existing literature on HRIS, especially in
governmental settings, is scarce (Valcik et al., 2021). The current study sets the scene for
additional empirical investigations on this vital IS theme. Secondly, taking into account the
context of the current study, the main reason for choosing the UTAUT is based on merits
because this theory is powerful for investigating the adoption of various technologies within
the situation of consumer behaviour . Thus, the current study contributes to the
contemporary knowledge base by offering adequate support for original UTAUT in terms
of performance as manifested in its theoretical validity and empirical applicability in a new
application perspective of HRIS in the public sector. Propelling successfully the UTAUT
model into a novel context of technology trends such as HRIS signifies that its
generalizability has been extended and enriched. UTAUT as an adoption theoretical model
has been developed and applied successfully in the adoption of different technologies and
ISs in western cultures (Raffaghelli et al., 2022), the current study fortified earlier analysis
and conclusions in supporting its conceptual validity and statistical significance in
addressing the HRIS adoption in eastern cultures.
Also, the novelty of the current study stems from investigating the adoption of the under-
researched topic of HRIS in the governmental environment by integrating TTF and
UTAUT theoretical models and validating that such a rich combination will draw more
attention among IT/IS scholars to use a such combination of adoption models in studying
future emerging technologies (Al-Okaily et al., 2022c; Faqih and Jaradat, 2021). Furthermore,
the integrative framework established that there are correlations between the associations
hypothesized in the current suggested model between the TTF and the UTAUT theoretical
IJOA models, indicating the significance of technology in assisting users to perform their tasks.
Evidently, in comparison with each theoretical model individually, the integrating process
of the two models has led to more insightful conclusions as well as proved more rational in
studying the adoption of a new application domain of HRIS within the context of the public
sector in a developing country. These contributions are valuable as they are absent from
contemporary IT/IS research.
The findings verified that, in addition to technology perceptions (e.g. PE), TTF also has a
significant impact on users’ adoption. This indicates that when investigating the factors
influencing HRIS users’ adoption, it is critical to not only consider the technology
perceptions based on theoretical models such as UTAUT, IDT, MPCU and TAM but also be
concerned with the effect of an adequate TTF. The results also illustrated that, compared
with the individual TTF and UTAUT theoretical models, the integrated study model shows
more explanation of users’ adoption. Hence, future research can integrate both perspectives
to investigate users’ adoption of other government systems such as e-health and mobile
government services. Integrating both research perspectives will offer a better
understanding and richer insights compared to investigating each perspective separately.
From a practical perspective, the research results benefit HRIS practitioners in
promoting the use of HRISs in HRM. Specifically, the findings suggest that, to increase the
likelihood of staff acceptance of HRISs, the HR services and activities should be offered in a
way that could elicit the user’s favourable perception, also providing useful functions and
information (PE). It is also recommended that government organizations should promote the
advantages and effectiveness of HRISs to the important others who could affect the potential
users’ opinion, such as users’ superiors, families and friends (SI). In addition, the systems’
designers and developers should take into consideration that it may be insufficient for
HRISs to be useful and easy to use. The IT should provide the services and information in a
way that could fulfil users’ HR requirements by matching the HRIS functions with the HR
management tasks to improve TTF. Continuously updating HRISs and frequently
gathering users’ feedback on HRISs could be one effective strategy to achieve a good TTF.
Lastly, policymakers and public sector organizations could seek guidelines from the current
research findings to promote HRISs for managing HR. For instance, offering the staff
appropriate training, IT infrastructure and IT support services can help them realize the
availability of required resources when the users use HRISs to manage the HR efficaciously.

5.2 Limitations and future research directions

Although comprehensive and rigorous research was carried out, a few limitations related to
this study do exist. Firstly, this research was conducted in Jordan. For future research, the
researchers suggest that study samples be drawn from various countries with the aim to
realize the effect of cultural differences. Second, this study investigated HRIS adoption
based on TTF and UTAUT perspectives. It is noted that other theories (e.g. SCT and
perceived value theory) and/or other context-related factors could also contribute to users’
intentional adoption and merit future investigations. For instance, in Arab countries,
cultural context factors (cultural dimensions) can have a deep impact on HRIS adoption
success. According to Hofstede (2017), masculinity, collectivism, power distance and
uncertainty avoidance can have a significant (positive/negative) effect on accelerating
acceptance and use of IT/IS (Hofstede, 2017). In addition, previous literature on HRIS
adoption has focused on system usage under normal conditions. However, given the
distinguishing characteristics of the crisis era (e.g. COVID-19 pandemic) (in which the use of
IT becomes a trend and even mandatory), further research is required to explore whether
previous findings apply to these extraordinary circumstances besides addressing the effect
of the factor “COVID-19 perceived risk” on IT adoption. Thirdly, this study used BI, instead UTAUT and
of actual usage behaviour, as the factor of acceptance, due to the difficulty to measure user’s TTF
actual usage behaviour in such cross-sectional survey studies, a case that is commonly
encountered by a number of scholars (Al-Khowaiter et al., 2014; A. Alkhwaldi, 2019;
Alkhwaldi and Abdulmuhsin, 2021; Budi et al., 2021; Kurfalı et al., 2017). Yet, while BI is a
valid determinant to explain users’ acceptance and has been widely used in previous studies,
actual usage behaviour is recommended to be used in future studies, as it can reflect users’
acceptance more precisely, in the post-implementation/mature stage of IT in particular.
Finally, the current study is based on cross-sectional data collection; however, users’
behaviour is dynamic and continuously changing. Thus, longitudinal research may offer
further insights into the development of users’ behaviour over time.

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Appendix UTAUT and
TTF
Items Measures Sources

PE
PE1 The use HRIS when it is useful/helpful to my work (Venkatesh et al., 2003)
PE2 Using HRIS helps me accomplish tasks more quickly
PE3 Using HRIS increases my productivity
PE4 Using HRIS increases my chances of promotion
EE
EE1 My interaction with HRIS is clear and understandable (Venkatesh et al., 2003)
EE2 I find HRIS easy to use
EE3 It is easy for me to become skilful at using HRIS
EE4 Learning how to use HRIS is easy for me
SI
SI1 People who influence my workplace behaviour think that I (Venkatesh et al., 2003)
should use HRIS
SI2 People who are important to me think that I should use HRIS
SI3 Support from management is very helpful in the use of HRIS
SI4 In general, the organization supports the use of HRIS
FC
FC1 I have the resources necessary to use HRIS (Venkatesh et al., 2003)
FC2 I have the knowledge necessary to use HRIS
FC3 HRIS is compatible with other technologies I use
FC4 I can get help from others when I have difficulties using HRIS
BI
BI1 I intend to use HRIS in the near future (Venkatesh et al., 2003)
BI2 I plan to continue to use HRIS frequently
BI3 I will always try to use HRIS in my workplace
Task characteristics
TAC1 I often deal with a high difficulty level tasks (Zhou et al., 2010)
TAC2 I often handle the ad hoc and non-routine jobs
TAC3 I often get the business questions that never been asked
before
Technology characteristics
TEC1 HRIS provides ubiquitous services at any time required (Zhou et al., 2010)
TEC2 HRIS provides real-time services
TEC3 HRIS provides secure services
TTF
TTF1 In helping complete my HR management tasks, the functions (Lin and Huang, 2008)
of HRIS are enough
TTF2 In helping complete HR management tasks, the functions of
HRIS are appropriate Table A1.
TTF3 In general, the functions of HRIS fully meet my HR Survey items and
management needs sources

About the authors

Dr. Abeer Alkhwaldi is an Assistant Professor at the Department of Management Information
Systems, Mutah University, Jordan. She received her Ph.D. degree in “Management Information
Systems” from the University of Bradford, UK (2019). Her research interests include Human-
Computer Interaction (HCI), technology acceptance/adoption, e-government, mobile government, e-
services, e-learning, distance learning, HRIS, digital transformation, digital accounting, accounting
information systems, perceived security, blockchain, e-payment, m-payment, e-wallet, m-wallet, and
IJOA FinTech related issues. She participated in many international scientific conferences (e.g., IEEE 12th
International Conference for Internet Technology and Secured Transactions (ICITST), University of
Cambridge, Cambridge, UK) and her research has appeared in reputed international journals (e.g.,
Journal of International Education in Business (JIEB), Global Knowledge, Memory and
Communication, and Leadership in Health Services, and VINE Journal of Information and Knowledge
Management Systems). Also, she has served as a peer reviewer for publications in leading academic
journals.
Dr Buthina Alobidyeen is an Assistant Professor at the Department of Business Administration,
Tafila Technical University, Jordan. She received her PhD degree in the Department of Human
Resources Management from University of South Wales, UK. Her research interests include human
resources management and culture, management information systems and entrepreneurship. Her
work has presented in international conferences in Spain, Japan, the USA, the UK and Australia. She
has been awarded a best conference paper in 2018 in Sydney. Her research has appeared in a couple
of international journals. She is working as Co- investigator country in GLOB 2020 project. Finally,
she has an excellent international experience in higher education teaching in USA, UK, Poland and
Jordan.
Dr Amir A. Abdulmuhsin is a Professor in the Management Information Systems Department,
College of Administration and Economics, University of Mosul. Now, he holds the post of head of
Tourism and Hospitality Institutions Management Department. He holds a Ph.D. in Knowledge
Management and Systems from the University of Mosul. He has over 14 years of experience in
academic and research field. His current research interests include knowledge management, strategic
management, organizational behaviour, business information systems, cloud computing, e-learning
and e-government. His works have been published in journals of national and international repute,
and also, he has published two books. He is a member of many international high-quality journals’
editorial boards: Journal of Family Business Management, International Journal of Organizational
Analysis, Journal of Education for Business and Corporate Reputation Review. ORCID: 0000-0002-
1383-8342, WoS Researcher ID: AAW-4559-2020. Amir A. Abdulmuhsin is the corresponding author
and can be contacted at: dr.amir_alnasser@uomosul.edu.iq
Jadara University, Jordan. Al-Okaily earned his Doctor of Philosophy in AIS from University
Malaysia Terengganu, Malaysia. His current research interest is in the domain of Digital
Transformation in Accounting and Finance, Intelligent Accounting Systems, as well as FinTech
Acceptance and Adoption. Al-Okaily has published more than 40 scholarly articles in reputable and
leading academic journals including Information Technology & People, Technology in Society,
Electronic Commerce Research, EuroMed Journal of Business, Kybernetes Journal, VINE Journal and
the TQM Journal. On top of that, he has reviewed several referred articles in highly ranked journals
(e.g., Scopus and Clarivate Analytics).

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