Acceptance and Use of HRIS and Influence on Organizational Performance of SMEs in a Developing Economy: The Case of Cameroon

Nowadays, organizations in developed countries use Human Resources Information System (HRIS) in their management as a key element for strategic purposes. However, developing nations such as Cameroon seemed to face challenges in deploying HRIS. Our research attempts to identify salient factors that promote the acceptance and use of HRIS within Cameroonian organ‐ izations, and their influence on performance. By drawing on the extant relevant literature, we identified several factors that were analyzed against findings from a survey we conducted among a dozen of HR Managers and 258 HR’s employees. Data were analyzed through SmartPLS 3.2.4. We found quality system is the only predictor of adoption of HRIS. Furthermore, it appeared that acceptance and use, and users’ satisfaction significantly influence performance. Contrary to available research conclusions, our research revealed that HRIS is not sufficiently imple‐ mented within firms. Such unusual findings suggest practitioners, mainly SMEs, for the need to develop this system if they are actually eager to face the global competition and take the best of advantage from it. For the better explanation of organizational performance, future researchers may add “business/functional managers” and “end users’” points of view or include moderating variables such as age, gender and education.