The reactions of employees toward the implementation of human resources information systems (HRIS) as a planned change program: A case study in Malaysia

The main purpose of this research is to examine the main factors that contributed to the acceptance of employees toward the new HRIS implemented in the Malaysian Airlines System (MAS). The emphasis is on data collection based on employee perception. The study did not attempt to establish cause and effect analysis, but focused exclusively on determining the relationship between 10 selected variables and employees' acceptance of a planned change program. The findings may help managers to direct efforts toward the variables that influence employees' acceptance, which will increase probability of employee participation, which, in turn, will lead to the success of the implementation process of the change program. A questionnaire was developed and administered with 250 employees. The findings clearly indicated that top management involvement and organizational commitment appeared as the two largest coefficients for the impact on the acceptance level of employees toward the planned change effort. Based on the findings some managerial implications and future research agenda were recommended. Hence, research in future should include the causality framework in order to establish more convincing findings.