Determinants of government human resource information system adoption in ministries in Kenya

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dc.contributor.advisorSang, Paul
dc.contributor.advisorKimutai, Gladys
dc.contributor.authorOgoti, Ruth Bitutu
dc.date.accessioned2015-04-21T08:57:35Z
dc.date.available2015-04-21T08:57:35Z
dc.date.issued2013
dc.descriptionDepartment of Management Science, 104p. 2013, HF 5549.5 .D37O32en_US
dc.description.abstractThere have been 42 Ministries in the Kenyan coalition government during the years . 2008-2013. The Government Human Resource Information System is one of the major egovernment projects that have been implemented as part of Kenya's e-Government and Vision 2030 strategy. The study identifies the most salient determinants influencing the adoption and diffusion of the GHRIS in government ministries in Kenya as perceived by the civil servants. Different information systems adoption frameworks are explored in the literature review and compared to in the discussion section against the findings observed. The researcher used questionnaires as the data collection tool and carried out purposive sampling of all the 42 Government Ministries in Kenya by interviewing a human resource officer and an information technology officer from each. The researcher then carried out data analysis, whereas data presentation was in descriptive and inferential forms. The study reveals the various determinants that have played significantly in GHRIS adoption with keen analysis on perceived usefulness, security, documentation, computer anxiety, actual usage, perceived ease of learning how to use GHRIS, Ministry support, behavioural intention to use GHRIS, social influence and trust of GHRIS. There has also been a cross analysis on the moderating factors of gender, age and education in the adoption of GHRIS. 73.8% response is that GHRIS is receiving support from the respective Ministry administrators, Behavioural Intention to Use (BIU) was depicted positively as 88% intend to use GHRIS in their job and perceived ease of use is high 65%; a strong social influence cumulative of 71.4% and 81% of the respondents characterized GHRIS as trustworthy. These promote the adoption of GHRIS in Ministries in Kenya. On the other hand, GHRIS physical security is low as only 39.3% of the respondents indicate that it is sufficient proving that security risk is one of the major barriers to the adoption of leT while documentation has no effect on the adoption of GHRIS. It is recommended GHRIS to be used to access monthly pay slips as it is more efficient and saves paper thus preserving the environment. Furthermore, online pay slips can improve confidentiality and convenience. Presentation is essential in the enjoyment of any software, and a clear graphical interface should do the trick in promoting GHRIS enjoyment by civil servants and thus lead to more adoption of GHRIS in government ministries in Kenya. Trust in GHRIS can also be enhanced by better system programming and threat control against hackers and fraudulent access. Use of GHRIS will increase accountability, reducing fraudulence, fair accessibility to government job applications, a chance to apply for training courses or scholarships being offered by the government. In addition, adoption of GHRIS will increase citizen empowerment and offers the Kenyan government a unique opportunity to enhance not only its operational transparency, clarity of purpose and responsiveness to citizens but also its own internal efficiency and effectiveness.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/12514
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.titleDeterminants of government human resource information system adoption in ministries in Kenyaen_US
dc.typeThesisen_US
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