Table 1.

Synthesis of studies based on the TAM model (Davis, 1989) explaining the acceptance of an HRIS technology for users.

References	Sample	Country	Proposed extension of the TAM model	Main results
Voermans and van Veldhoven (2007)	356 managers and employees	The Netherlands	Ulrich's model of Human Resource roles (Ulrich, 1997) Conviviality of the system Quality of assistance to users Quality of the system	The preference for an HR role as a strategic partner predicts a positive attitude to the tool. The preference for an HR role of support for employees, and guarantor of quality-of-life, is linked to a negative attitude to the tool. The perceived usefulness, conviviality, quality of assistance, and quality of the system predict a positive attitude to the tool.
Huang and Martin-Taylor (2013)	258 employees from a construction company	England	Quality of the data contained in the system Earlier favourable or unfavourable experiences Training Involvement of users	Ease of use, perceived usefulness, data quality, in-depth training, and results obtained in the past via the system predict the use of the system. NB: diachronic study in the form of qualitative and quantitative action research
Abdulah et al. (2013)	40 SME managers	Malaysia	Gender Age Education	Gender, age and education are not significantly linked to perceived usefulness and perceived ease of use.
Bamel et al. (2014)	90 university professors	India	Determinants of user satisfaction according to Haines and Petit (1997)	The main perceived advantages of the use of an HRIS are speed of response, access to information, the improvement of services to employees and the reduction of administrative paperwork. The main perceived obstacles to the use of an HRIS are a lack of support from management, a poor perception of use, and finally a lack of computer knowledge and expertise.
Amiel and Van De Leemput (2014)	999 managers and employees	Belgium, France, Italy and the USA	National context Command of the language used in the system	The national context leads to differences in the perception of ease of use, usefulness, conviviality, performance of the tool, and to different frequencies of use. The level of command of the English language used in the system affects perceived usefulness and ease of use.
Panos and Bellou (2016)	80 HR managers	Greece	Impact of objectives linked to Human Resource roles based on Ulrich's model of Human Resource roles (Ulrich, 1997).	Perceived usefulness, perceived ease of use and attitude to the system have a positive impact on the results obtained by the HRIS. Perceived usefulness, perceived ease of use and attitude to the system are positively correlated with the fact that HR managers are pursuing relational and transformational goals when using the HRIS. The impact of the role attributed to the HR department on the results achieved by the HRIS is moderated by perceived usefulness, perceived ease of use and attitude to the system.
Saleh and Saleh (2016)	490 employees from a service company	Palestine	Yale model of communication and persuasion (Hovland and Janis, 1959)	Perceived security, response time, perceived risk, support from the company and perceived ease of use are predictors of perceived usefulness. System response time and perceived risk are predictors of perceived ease of use.
				Perceived usefulness, perceived ease-of-use and perceived risk predict a positive attitude to the tool. Perceived usefulness, social risk, social influence, support from the company, communication, and attitude predict intention to use.
Kolatshi (2017)	258 employees from HR departments without distinction as to position of seniority in the department.	Libya	Information systems success model (Delone and McLean, 1992)	Perceived usefulness, support from management, use of HRIS for strategic activities and social influence predict satisfaction with the tool used. The predictive power of perceived ease of use, flexibility of the system and the quality of information on user satisfaction with the tool are mediated by perceived usefulness. Perceived usefulness is predicted by support from management, perceived ease of use, flexibility of the system, and quality of information. Satisfaction with the tool predicts affective involvement and intention to leave the company on the part of Human Resource Managers.
Kamaludin and Kamaludin (2017)	267 employees of a private hospital	Malaysia	Quality of information User satisfaction Social influence	Perceived ease of use, social influences, and quality of information encourage use of the technology. The quality of the information used in the system favours perceived usefulness. Use is positively linked to satisfaction. Paradoxically, use of the technology is negatively correlated with its perceived usefulness1.
Bayraktaroglu et al. (2019)	112 employees of an SME	Turkey	Information systems success model (Delone and McLean, 1992)	Satisfaction with the system encourages use of the HRIS. Behavioural control, ease-of-use, quality of data, quality of the system, and perceived usefulness are linked to satisfaction with and use of the system.
Shahreki et al. (2020).	167 HR personnel	Malaysia	Clarity of HRIS objectives User satisfaction User support UTAUT variables (Venkatesh et al., 2003): Social influence and facilitating conditions	Perceived ease of use, perceived usefulness, clarity of HRIS objectives, user satisfaction, support with use, social influence, and facilitating conditions are directly and positively correlated with intention to use the system.

¹According to the authors, although the system is not perceived as useful, because its use is obligatory, they use it.