Although a substantial amount of research has focused on the significance of Human Resource Information Systems (HRIS) for organization, little research has been done to explore the factors that influence the acceptance of HRIS. Furthermore, while most existing models and theories of acceptance of technology have predominantly focused on the cognitive aspect of decision-making process and individual level reaction to using technology in organizational context, little is known about the influence of affect or emotion on acceptance of HRIS. The study endeavors to find the role of affect or emotion in acceptance of HRIS by exploring the psychological theories of affective experience. The study examines the relationship between affect and cognition, and its role in the acceptance of HRIS. The findings reveal that affect influences the acceptance of HRIS by influencing the cognitive aspects, consequently influencing the behavioral outcome (i.e., formation of behavioral intention).

Though Human Resources Information Systems (HRIS) play a crucial role in shaping human resources into an effective business partner, issues relating to organizational change are hardly empirically examined. Getting continuous support of the user groups during implementation of HRIS proves to be one of the major challenges faced by the organizations today (cf. Kossek et al., 1994). While enhanced productivity can be achieved by successful integration of technology, failed integration of technology inevitably leads to unwanted consequences such as frustration among employees and financial loss. The problem of underutilization of systems proves to be a major challenge for the organizations regardless of technological advances and increasing organizational investment in these technologies (cf. Johansen and Swigart, 1996). If the users’ perception of HRIS and its implementation process are not handled skillfully, there is a high risk that the organization’s strategy of spending on information technology to enhance the effectiveness and efficiency of its human resources may never fully succeed (cf. Kossek et al., 1994). While Doz and Prahalad (1981) had claimed over three decades ago that HR-data management tools are required for integrating the disparate and distant operations of organizations, yet little systematic research studies (both empirical and descriptive) have been conducted to study the factors that affect the design, development, implementation and proliferation of HRIS (Hannon et al., 1996). It is established through significant research on users’ reaction to information systems in many different settings that the degree of success of implementation efforts of new information systems depends on the acceptance of employees who are expected to use the systems (Davis et al., 1989; and Knights and Murray, 1992). Grant et al. (2009) in their study discovered that complications associated with managing user acceptance of HRIS proved to be a major challenge impeding the implementation of HRIS. This study attempts to use the Unified Theory of Acceptance and Use of Technology model to establish the factors influencing the acceptance of HRIS. The study endeavors to find the role of affect or emotion in acceptance of HRIS by exploring the psychological theories of affective experience.

Management Research Journal, The Influence of Affect, Acceptance of Human Resource Information Systems (HRIS), Unified Theory of Acceptance and Use of Technology (UTAUT), Innovation Diffusion Theory (IDT), Model of PC Utilization (MPCU), the Theory of Reasoned Action (TRA), Special Reference, Public Sector Undertaking.