Organizational adoption of information technology is an important decision for modern enterprises. Proper use of technology can increase benefits and competitive advantage. Inappropriate use could cause failure. Most previous literature focuses on treating technology adoption as a rational decision based on the functional needs of an organization. In many cases, however, technology adoption is not due to functional needs but environmental or peer pressure (called symbolic or ceremonial adoption). Different motivations for adoption may lead to different outcome. In addition, there is no generally accepted organizational adoption model that can include all key factors into consideration. Therefore, this study tries to understand what factors will affect an organization¡¦s adoption of a new information technology or use an information technology and whether different purposes (intangible value vs. tangible value) will affect the adoption or usage of information technology in organizations. The framework of this study was extended from the Fit-Viability Model to include the internal organizational factors and external environmental factors. We conducted a survey study and use PLS to analyze the collected data. The results show that the extended FV model can interpret organizational IT adoption and IT usage. The purpose of adoption did have effect on the intention to adopt information technology. In the symbolic adoption situation, TEF and viability had significant impacts on organizational intention to adopt; and in the functional adoption situation, TTF and viability had significant impacts on organizational intention to adopt. Different purposes of adoption have less significant effect on the actual use and performance of information system. TTF and actual use had significant impacts on organizational performance, and viability also had significant impacts on actual use of information technology in both situations. In other words, organizations can also benefit from IT adoption even if the original motivation was symbolic.

In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of analytics in their HR departments have been extremely successful. If this is the case, why are not more HR professionals adopting the use of human resource analytics (HRA)? The purpose of this study is to gain insight as to the reasons why more HR professionals are not using HRA to improve organizational performance and to gain and maintain a competitive advantage. An exploration of prior research was performed and resulted in the development of a model representing factors that impact the adoption of HRA. The model was then tested for content validity and reliability using Partial Least Squares of Path Modeling. Results of the study of 302 HR professionals, currently working in the field of HR, suggest the hypotheses testing social influence, tool availability, effort expectancy, performance expectancy, and quantitative self-efficacy as factors impacting the adoption of HRA were all significant. Conversely, the factors data availability, fear appeals, and general self-efficacy were not significant. Findings indicate that the factors impacting the adoption of HRA are not only in the hands of the HR professional but, to some extent, the organization as well. If organizations truly want to adopt HRA, they must make available to the HR professionals the tools, data, resources, and support necessary. This study contributes to the literature on individual-level adoption, specifically of HRA. Implications for theory and practice are discussed, as well as further research.