Human Resource Information Systems, Top Management Commitment and Organizational Performance of Commercial State Corporations In Kenya

Abstract

While performance can be viewed as an intricate and multidimensional concept that necessitates a well and elaborate strategic focus in its management in organizations globally and commercial state corporations are not an exception, all human resource management functions aim to increase organizational effectiveness through proper utilization of the available resources. The general objective of the study was to assess the relationship between HRIS, Top Management Commitment and Organizational Performance in Commercial State Corporations in Kenya. Five specific objectives embraced included examining the influence of ICT capability on organizational performance in commercial state corporations in Kenya, determining the influence of HRIS system quality on organizational performance in commercial state corporations in Kenya, assessing the influence of HRIS information quality on organizational performance in commercial state corporations in Kenya, determining the influence of HRIS information security on organizational performance in commercial state corporations in Kenya and examining the moderating effect of top management commitment on the relationship between human resource information system and organizational performance in commercial state corporations in Kenya, founded the basis of this research study. The theoretical review of the study was built on the adaptive structuration theory, dynamic capability theory, contingency theory, systems theory, diffusion for innovation theory, and the Technology Acceptance Model. Using a descriptive census method, the population was drawn from 55 Commercial State Corporations in Kenya. The units of observation were the managing directors or chief executive officers, directors of human resources, and deputy directors of human resources. The study used both qualitative and quantitative methods to collect primary and secondary data. Data were collected from 110 respondents, yielding a response rate of 74.83%. Questionnaires and interviews were used to collect data for the study, which was supplemented by secondary sources. Following pilot testing and the necessary modifications to the questionnaires, the questionnaires were subjected to face, content, and reliability tests before being administered to respondents. An examination of the main statistical hypothesis was guided by tests for normality, heteroscedasticity, linearity, and multicollinearity. SPSS version 23.0 was used to analyze data using descriptive analysis, factor analysis, Pearson correlation, analysis of variance (ANOVA), and regression. The results showed that human resource information systems had a positive and significant influence on organizational performance of Commercial State Corporations in Kenya. The study also revealed that the moderating effect of top management commitment had a positive and significant influence on the acceptance and utilization of human resource information systems culminating to enhanced organizational performance. According to the study, Commercial State Corporations in Kenya should utilize HRIS with the help of top-level management to the fullest extent possible. The study empirically developed a model that links HRIS, Top Management Commitment and Organizational performance of Commercial State Corporations in Kenya, while also accepting top management commitment as a moderating variable in the relationship between HRIS and Organizational performance of Commercial State Corporations in Kenya. Furthermore, the study expands on the utility/value and usefulness of Adaptive Structuration Theory, Dynamic Capabilities Theory, Contingency Theory, Systems Theory, Diffusion for Innovation Theory, and Technological Acceptance Model in explaining the relationship between HRIS, Top Management Commitment and organizational performance of Kenyan commercial state corporations.