Abstract—This study utilized a quantitative approach where questionnaires were used to collect data from 201 E-HRM users. We analyzed the data using SmartPLS version 2.0.M3 for two stages related to the measurement model and the structural model. The result suggests that perceived ease of use, perceived usefulness, E-HRM trust, strategic partner, and change agent have a significant effect on attitude towards using E-HRM. However, administrative expert and employee champion have no significant effect on attitude towards using E-HRM. The study also found that E-HRM trust has a positive relationship with perceived usefulness. The paper makes an important contribution to the emerging E-HRM literature, in that few previous studies have examined these variables through the Technology Acceptance Model.

Index Terms—attitude, E-HRM, HR role, perceived ease of use, perceived usefulness, trust

Cite: Yusliza M. Yusoff, T. Ramayah, and Nur-Zahiyah Othman, "Why Examining Adoption Factors, HR Role and Attitude towards Using E-HRM is the Start-Off in Determining the Successfulness of Green HRM?," Journal of Advanced Management Science, Vol. 3, No. 4, pp. 337-343, December 2015. doi: 10.12720/joams.3.4.337-343