Browsing by Author "Galhena, B. L."

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Determinants of Human Resource Informatıon System Usage: Evıdence from Ceylon Electrıcıty Board (CEB), Srı Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Kumara, W. H. S.; Galhena, B. L.
This study examines the determinants of HRIS usage in Sri Lanka with special reference to Ceylon Electrıcıty Board. Based on extant literature, five independent variables nemaly Perceived Ease of Use, Perceived Usefulness, IT Expertise, Subjective Norm, Top Management Support were identified. Survey questionnaires were distributed among randomly selected employees of Ceylon Electricity Board in Southern Province and 140 complete responses were gathered. Multiple Regression analysis was run to test the impat of five independent variables on the usage of HRIS in CEB . According to the research findings top management support is the most significant factor affecting usage of HRIS application. Moreover, it was also identified that perceived usefulness, IT expertise and subjective norms are significant drivers of HRIS usage. These findings may be beneficial to the employees, policy makers and public sector organizations to improve the level of HRIS usage although more research is needed to clearly specify the determinants of HRIS usage in Sri Lanka.
Determinants of Operational e-HRM Adoption Behavior of the Firms in Sri Lanka: An Integrated Model
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Galhena, B. L.
Compared to firms in developed economies, e-HRM adoption of firms in emerging economies indicates relatively a slow adoption rate, as they experience specific challenges pertaining to e-HRM implementation. This study explores the determinants of operational e-HRM adoption behaviors of the firm in emerging economies, Sri Lanka. To realize the objective, this study develops an integrated model to explain operational e-HRM adoption behavior of firms incorporating innovation, individual, organizational, and environmental contextual factors. The research model was built by integrating Diffusion of innovation theory (DIT) and Theory of Planned Behavior (TPB). Data were collected through self-administered questionnaire employing three types of data collection tools: mail survey, personal interviews, e-mail survey. Data were collected from 212 firms. PLS-SEM used to test the research model due to its complexity, non-normal data distribution, and sample size requirements. Findings revealed that all the innovation context variables excluding trialability determine the intention of operational e-HRM adoption. Subjective norm of profession was a significant driver of explaining the intention of operational e-HRM adoption. Competition which was specified under environmental context also found empirical support. When it comes to organizational context financial resource, top management support found as significant driver of predicting extent of operational e-HRM adoption. Moreover, as TPB proposed, this study found that intention to adopt operational e-HRM adoption is positively related to the extent of operational e-HRM adoption. From a theoretical perspective, this study extends DIT by including organizational and environmental contextual factors as potential predictors of firms’ operational e-HRM adoption. Moreover, TPB is extended by including innovation contextual factors that determine operational e-HRM adoption behaviors of firms.