Gender and Perceived Usefulness of e-HRM Technologies. A Case of the Bankers’ Experience in Tanzania

Download Article

DOI: 10.21522/TIJMG.2015.08.01.Art010

Authors : Judith Namabira


This study investigates the impact of gender differences on the perceived usefulness of e-HRM technologies, using 158 observations from a survey conducted in one of the commercial banks in Tanzania. The descriptive statistics show that the e-HRM technologies in the bank have not been perceived as useful. With the T-Test, it has been found out that men perceive the e-HRM technologies more useful compared to women. The paper urges the promoters of e-HRM technologies in organizations to better understand the ways in which the use of such technologies can be enhanced to their employees, particularly women. The study proposes further research on e-HRM and gender, particularly on the impact of e-HRM technologies on spending, time saving, and errors.


[1] Ruel, H. J. M., Bondarouk, T., & Looise, J. C., 2004, E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM, Management revue, 15(3), 364-380,

[2] Gopal, R., & Shilpa, V., 2011, The implications of implementing electronic-human resource management (e-HRM) systems in companies, Journal of Information Systems and Communication, 2 (1), 10–29.

[3] Marler, J.H., & Parry, E., 2016, Human resource management, strategic involvement and e-HRM technology, International Journal of Human Resource Management, 27 (19), 2233–2253,

[4] Bondarouk, T., Ruël, H., & van der Heijden, B., 2009, e-HRM effectiveness in a public sector organization: A multi-stakeholder perspective, International Journal of Human Resource Management, 20 (3), 578–590,

[5] Davis, F.D., 1989, Perceived usefulness, perceived ease of use, and user acceptance of information technology, MIS Quarterly, 13 (3), 319-340.

[6] Agarwal, R. & Prasad, J., 1998, The antecedents and consequents of user perceptions in information technology adoption, Decision Support Systems, 22 (1), 15-29.

[7] Rogers, E.M., 2003, Diffusion of Innovations, 5th ed. New York: The Free Press.

[8] Huang, J., & Martin-Taylor, M., 2012, Turnaround user acceptance in the context of HR self-service technology adoption: an action research approach, The International Journal of Human Resource Management, 24 (3), 621–642.

[9] Barhoumi, C., 2016, User acceptance of the e-information service as information resource A new extension of the technology acceptance model, New Library World, 117 (9/10), 1–18.

[10] Igbaria, M., Parasuraman, S., & Baroudi, J., 1996, A motivational model of microcomputer usage, Journal of Management Information Systems, 13 (1), 127-143.

[11] Adams, D.A., Nelson, R.R., & Todd, P.A., 1992, Perceived Usefulness, Ease of Use, and Usage of Information Technology - A Replication, MIS Quarterly, 16 (2), 227-247.

[12] Taylor, S., & Todd, P.A., 1995, Understanding Information Technology Usage - A Test of Competing Models, Information Systems Research, 6 (2), 144-176.

[13] Venkatesh, V., & Davis, F.D, 2000, A theoretical extension of the Technology Acceptance Model: 21 / 21 Four longitudinal field studies, Management Science, 46 (2), 186-204.

[14] Venkatesh, V., Morris, M.G., Davis, G.B., & Davis, F.D., 2003, User acceptance of information technology: Toward a unified view, MIS Quarterly, 27 (3), 425-478.

[15] Lwoga, T., 2012, Making Web 2.0 Technologies work for higher learning institutions in Africa. Campus, Wide Information Systems, 29 (2), 90-107.

[16] Usoro, E. & Majewski, G., 2014, A Model of Acceptance of Web 2.0 in Learning in Higher Education: a case study of two cultures, E–Learning and Digital Media, 11 (6),

[17] Myllymäki, D., 2021, Beyond the ‘e-’ in e-HRM: integrating a socio-material perspective, The International Journal of Human Resource Management, 32:12, 2563-2591, DOI: 10.1080/09585192.2021.1913624.

[18] Heikkila, J. 2013, Perspectives on e-HRM in the Multinational Setting, Vaasan Yliopisto.

[19] Noernam, T., Erlando, A., & Riyanto, F.D., 2021, Factors Determining Intention to Continue Using E-HRM, Journal of Asian Finance, Economics, and Business, 8 (2), 1079–1089.

[20] Bondarouk, T., Parry, & Furtmueller, E., 2017, Electronic HRM: four decades of research on adoption and consequences, The International Journal of Human Resource Management, 28 (1), 98-131, DOI:

[21] Quazi, A. & Talukder, M., 2011, Demographic determinants of employees’ perception and adoption of technological innovation, Journal of Computer Information Systems, 51 (3), 38-46.

[22] Davis, F., Bagozzi, R., & Warshaw, P., 1989, User acceptance of computer technology: A comparison of two theoretical models, Management Science, 35 (8), 982-1003.

[23] Kuschel, K. & Lepely, M., 2016, Copreneurial women in start-ups, Academia Revista Latinoamericana de Administración, 29 (2), 181 – 197.

[24] United Nations, 2014, ‘Empowering women entrepreneurs through information and communications technologies: a practical guide’, UN Conference on Trade and Development, UNCTAD Current Studies on Science, Technology and Innovation, Vol. 9.

[25] Goswami, A., Dutta, S., 2016, Gender Differences in Technology Usage—A Literature
Review, Open Journal of Business and Management, 4. 51-59.;

[26] Venkatesh, V., & Morris, M. G., 2000, Why don't men ever stop to ask for directions? Gender, social influence, and their role in technology acceptance and usage behavior, MIS Quarterly, 24, 115–139.

[27] Debrand, C.C., & Johnson, J. J., 2008, Gender differences in email and instant messaging: A study of undergraduate business information systems students, Journal of Computer Information Systems, 48 (3), 20–30.

[28] Teo, T., Fan, X., & Du. J., 2015, Technology acceptance among pre-service teachers: Does gender matter? Australasian Journal of Educational Technology, 31 (3), 235-251.