| Information technology has become integral, if not essential, to the operations of modern day organizations. Today's office information systems typically consist of networked desktops computer systems that operate office software suites containing applications for word processing, spreadsheet analysis, graphics, and e-mail, as well as a corporate data base management system. Every major business or organization in the world is now experimenting with web-based technologies in one form or another. Implementing virtual human resources (VHR) technologies is a growing trend in organizations. VHR is the use of technology to bring employees into direct contact with an organization's human resource systems. Some examples of VHR technologies include voice-response telephone systems, desktop computers, and interactive multimedia computers.; As previous research investigated technology acceptance of information technology, this study applied these principals to the special case of VHR technology. VHR is special due to the fact that it contains potentially user's sensitive information oppose to previous investigated information technology. An operational research model derived from the Technology Acceptance Model (TAM) served as the theoretical framework to this study. From the model, technology acceptance and use can be attributed to end-users' beliefs concerning the ease of use and usefulness of the technology.; Six hypotheses explored factors that predict user acceptance of virtual human resource technology. An online survey was administered to 107 employees of a global communication organization to test these hypotheses. To summarize, perceived implementation experience, age, and online privacy concerns were expected to influence the perceptions of ease of use and usefulness thus impact system outcome. However, implementation experience, and online privacy concerns significantly revealed relationships between technology acceptance and system outcome. Age was not found to have influence on technology acceptance or system outcome. |
