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Abstract
Human resources information systems (HRIS) are becoming significant in helping organizations manage their human assets effectively. Over the past two decades, there have been extensive studies on the adoption and use of HRIS. While some of these studies have examined the type of applications that dominate in HRIS and the necessary antecedents for the successful implementation of HRIS as well as the conditions that support success of HRIS. Generally, the majority of these studies are tested in developed countries, while studies in developing countries are rare and restricted to a few countries. The purpose of this study is to examine the factors that influence the organizational adoption of human resource Information system (HRIS) in the Egyptian banking industry. In order to accomplish the purpose of the study, two theories are used; technology - organization - environment model (TOE) and diffusion of Innovation theory (DOI). The conceptual model of this thesis was built upon integrating three contexts from past works that guide its empirical investigation. Those contexts incorporate; technology factors (relative advantage, complexity and compatibility), organizational factors (size, organizational resources and top management support) and environmental factors - competition, vendor IT support and governmental regulations. The empirical work involves the design of a questionnaire that was distributed on a sample of Human resource managers and professionals in both public and private banks in Egypt