Impact of HRMS Implementations on Employee’s Job Satisfaction, Job Engagement and Turnover Intentions

Abstract

Human Resource Management System (HRMS) has become essential instrument in this digital era which basically transform traditional HR practices into efficient technology-driven processes. This research explores how the adoption of Human Resource Management Systems (HRMS) influences employees' job satisfaction, engagement, and intentions to leave their organization. Grounded in the Technology Acceptance Model (TAM), the study focuses on how employees' perceptions of HRMS—specifically its usefulness and ease of use—shape their attitudes toward the system. These attitudes are then examined in relation to their impact on job satisfaction, which subsequently affects both employee engagement and turnover intentions. By applying this integrated framework, the study sheds light on how employees respond to the implementation of HRMS and uncovers key behavioral patterns linked to technology adoption. The findings offer practical guidance for organizations seeking to boost employee retention and optimize performance within increasingly digital workplaces. Through a comprehensive framework on existing literature and development of testable propositions, this study identifies a significant research gap in linking technological and human factors within organizational settings. The findings aim to offer valuable insights to organizations for improving HRMS adoption and enhancing workforce retention strategies.