![]() ![]() ![]() These hypotheses will be tested in the future. Two hypotheses were generated from the previous studies which link technostress, organizational IS-related support with user satisfaction. Though there are a great number of studies on IS, little attention has been given to the influence of technostress and organizational IS-related support on IS success in government organizations of Malaysia. Organizations also need to investigate user opinions about the system, and where its faults lie. Consequently, organizations are increasingly concerned about ensuring that employees have gained satisfaction about the IS that they use. What is more important, findings of the previous studies in the IS field have proved that user satisfaction is one dimension of IS success and needs to be carefully managed during the implementation process. The theoretical and managerial implications of the results are discussed.Įmpirical evidence on the issue of satisfaction towards certain computer applications or systems has guided organizations in the implementation process of information systems (IS). Unexpectedly, technology self-efficacy did not demonstrate any moderating effect, suggesting that organisational IS-related support is more crucial than prior computer skill to ensure the effective implementation of HRMIS in government agencies in Malaysia. Innovation support did not show any significant contribution. The results showed that of four dimensions of organisational IS-related support, only literacy support, technical support, and technology involvement support had significant and positive relationships with end-user satisfaction with HRMIS. To collect data, 990 questionnaires were distributed, of which 490 were used for data analysis. A purposive sampling technique specifically judgment sampling was used to recruit participants in 14 state governments and ministries. The moderating effect of technology self-efficacy on the relationships was also examined. The study investigated the structural relationships between organisational information system (IS)-related support and end-user satisfaction with electronic human resource management (E-HRM) in government agencies in Malaysia, called human resource management information system (HRMIS). The study recommended the transfer of data capture process from the DEOs to individual learning institutions to reduce the bulk of work of data capture and number of EMIS personnel at DEOs office. Management support (beta = 0.295) and resources allocation (beta = 0.286) were the best organizational predictors of EMIS outcomes. The regression results showed that organizational factors contributed 18.3% towards EMIS outcomes. The data were collected using questionnaires and Interview schedules. Stratified sampling technique was used to select 29 District EMIS coordinators, 68 Data Capture Personnel, 29 DEOs and 1 Provincial EMIS Coordinator. The population consisted of 36 District EMIS coordinators, 72 Data Capture Personnel, 36 DEOs and the Regional EMIS Coordinator. The study employed both correlation and descriptive survey designs. Therefore this study determined the influence of organizational factors on EMIS outcomes in the counties of Nyanza Region. Despite these efforts, EMIS technical team survey reveals that data capture completion rate has been low at the districts education offices thereby delaying the nationwide data processing while the counties of Nyanza had the lowest data entry completion rate. MOE provides IT infra structure, trains personnel to manage data collection and it provides funds annually to the District Education Officers (DEO) to facilitate EMIS activities since 2004. The Ministry of Education (MOE) is committed to the implementation of Education Management Information System (EMIS) to provide data to improve planning, policy formulation and decision-making. ![]() Information systems are created to enable organisations utilise technologies to gather and use information for effective management. ![]()
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