Question 1. [12 marks]Market research has indicated that custo.docx

Question 1. [12 marks]
Market research has indicated that customers are likely to
bypass Roma tomatoes that weigh less than 70 grams. A
produce company produces Roma tomatoes that average 74.0
grams with a standard deviation of 3.2 grams.
(a) [2 marks] Assuming that the normal distribution is a
reasonable model for the
weights of these tomatoes, what proportion of Roma tomatoes
are currently undersize (less than 70g)?
(b) [2 marks] How much must a Roma tomato weigh to be
among the heaviest 10%?
(c ) [2 marks] The aim of the current research is to reduce the
proportion of
undersized tomatoes to no more than 2%. One way of reducing
this proportion is to reduce the standard deviation. If the
average size of the tomatoes remains 74.0 grams, what must the
target standard deviation be to achieve the 2% goal?
(d) [3 marks] The company claims that the goal of 2%
undersized tomatoes is
reached.To test this, a random sample of 25 tomatoes is
taken. What is the
distribution of undersized tomatoes in this sample if the
company's claim is true?
Explain your reasoning.

Question 2:
In an article in Marketing Science, Silk and Berndt investigate
the output of advertising agencies. They describe ad agency
output by finding the shares of dollar billing volume coming
from various media categories such as network television, spot
television, newspaper, radio, and so forth.
Suppose that a random sample of 400 U.S. advertising agencies
gives an average percentage share of billing volume from
network television equal to 7.46 percent with a standard
deviation of 1.42 percent. Further, suppose that a random
sample of 400 U.S. advertising agencies gives an average
percentage share of billing volume from spot television
commercials equal to 12.44 percent with a standard deviation of
1.55 percent.
Using the sample information, does it appear that the mean
commercials for the U.S. advertising agencies is greater than
the mean percentage share of billing volume from network
television? Explain.
Module #3: Sampling Distributions, Estimates, and Hypothesis
Testing
Question 3:
[3] Identify which of these types of sampling is used: random,
systematic, convenience, stratified, or cluster.
a) The instructor of this course observed at a Walnut Creek
Police sobriety checkpoint at which every fifth driver was
stopped and interviewed. Some drivers were arrested.

b) The instructor of this course observed professional wine
tasters working at a winery in Napa Valley, CA. Assume that a
taste test involved three different wines randomly selected from
each of five different wineries.
c) The U.S. Department of Corrections collects data about
returning prisoners by randomly selecting five federal prisons
and surveying all of the prisoners in each of the prisons.
d) In a Gallup poll, 1003 adults were called after their telephone
numbers were randomly generated by a computer, and 20% of
them said that they get news on the Internet every day.
e) The instructor of this course surveyed all of my students to
obtain sample data consisting of the number of credit cards
students possess in one of my statistics classes.
Question 4:
[4] In March 16, 1998, issue of Fortune magazine, the results of
a survey of 2,221 MBA students from across the United States
conducted by the Stockholm-based academic consulting firm
Universum showed that only 20 percent of MBA students expect
to stay at their first job five years or more. Source: Shalley
Branch, "MBAs: What Do They Really Want," Fortune (March
16, 1998), p.167.
a) Assuming that a random sample was selected, construct a
98% confidence interval for the proportion of all U.S. MBA
students who expect to stay at their first job five years or more.
b) Based on the interval from a), can you conclude that there is
strong evidence that less than one-fourth of all U.S. MBA
students expect to stay? Explain why.
Question 5:

[5] An earlier study claims that U.S. adults spend an average of
114 minutes with their families per day. A recently taken
sample of 25 adults showed that they spend an average of 109
minutes per day with their families. The sample standard
deviation is 11 minutes. Assume that the time spent by adults
with their families has an approximate normal distribution. We
wish to test whether the mean time spent currently by all adults
with their families is less than 114 minutes a day.
a) Construct a 95% confidence interval for the mean time spent
by all adults with their families.
b) Does the sample information support that the mean time
spent currently by all adults with their families is less than 114
minutes a day? Explain your conclusion in words.
Question 6:
[6] When 40 people used the Weight Watchers diet for one year,
their mean weight loss was 3.00 lb. (based on data from
“Comparison of the Atkins, Ornish, Weight Watchers, and Zone
Diets for Weight Loss and Heart Disease Reduction,” by
Dansinger, et al., Journal of the American Medical Association,
Vol. 293, No. 1). Assume that the standard deviation of all
significance level to test the claim that the mean weight loss is
greater than 0.
a) Set up the null and alternative hypotheses, and perform the
hypothesis test.
b) Based on these results, does the diet appear to be effective?
Does the diet appear to have practical significance?
Question 7:

[7] In the case of Castenedav. Partida, it was found that during
a period of 11 years in Hilda County, Texas, 870 people were
selected for grand jury duty, and 39% of them were Americans
of Mexican ancestry. Among the people eligible for grand jury
duty, 79.1% were Americans of Mexican ancestry. We shall use
a 0.01 significance level to test the claim that the selection
process is biased against Americans of Mexican ancestry.
(a) Set up the null and alternative hypotheses, and perform the
hypothesis test.
(b) Does the jury selection system appear to be fair?
Question 8:
[8] A local television station has added a consumer spot to its
nightly news. The consumer reporter has recently bought
sixteen bottles of aspirin from a local drugstore and has counted
the aspirins in each bottle. Although the bottles advertised 500
aspirins, the reporter found the following numbers with the
mean count 498.8125:
499, 498, 496, 501, 493, 495, 497, 502, 496, 502, 499, 501, 500,
498, 501, 503
The consumer reporter claims that this is an obvious case of the
public being taken advantage of. Using a confidence interval
estimate method or a hypothesis testing method, do you think
that the reporter’s claim is justifiable?
Module #4: Two-Sample Tests and Simple Linear Regression
Question 9:
[9] In an article in Marketing Science, Silk and Berndt
investigate the output of advertising agencies. They describe ad
agency output by finding the shares of dollar billing volume
coming from various media categories such as network
television, spot television, newspaper, radio, and so forth.

Suppose that a random sample of 400 U.S. advertising agencies
gives an average percentage share of billing volume from
network television equal to 7.46 percent with a standard
deviation of 1.42 percent. Further, suppose that a random
sample of 400 U.S. advertising agencies gives an average
commercials equal to 12.44 percent with a standard deviation of
1.55 percent.
Using the sample information, does it appear that the mean
commercials for the U.S. advertising agencies is greater than
the mean percentage share of billing volume from network
television? Explain.
Question 10:
[10] A random sample of the birth weights of 186 babies has a
mean of 3103g and a standard deviation of 696g (based on data
from “Cognitive Outcomes of Preschool Children with Prenatal
Cocaine Exposure,” by Singer et al., Journal of the American
Medical Association, Vol. 291, No. 20). These babies were
born to mothers who did not use cocaine during their
pregnancies. Further, a random sample of the birth weights of
190 babies born to mothers who used cocaine during their
pregnancies has a mean of 2700g and a standard deviation of
645g. Does cocaine use appear to affect the birth weight of a
baby? Substantiate you conclusion.
Question 11:
[11] The owner of an intra -city moving company typically has
his most experienced manager predict the total number of labor
hours that will be required to complete an upcoming move.
This approach had proved useful in the past, but he would like

to be able to develop a more accurate method of predicting the
labor hours by using the amount of cubic feet moved. In a
preliminary effort to provide a more accurate method, he has
collected data for 36 moves, in which the travel time was an
insignificant portion of the labor hours worked.
The data are in the Excel file, MOVING.xls downloadable from
File or click Companion Website at
www.peasronhighered.com/levine, and go to the Excel Date
Files link.
a) Set up a scatter diagram.
b) Assuming a linear relationship, find the regression
coefficients, b0, b1, and its regression equation.
c) Interpret the meaning of the slope b1 in this problem.
d) Predict the labor hours for moving 500 cubic feet.
e) What factors besides the cubic feet moved might affect labor
hours?
f) Determine the coefficient of determination, r2, and interpret
its meaning.
g) Find the standard error of the estimate.
h) How useful do you think this regression model is for labor
hours?
i) Determine if the assumption of normality is violated by using
the normal probability plot for residuals.
j) At the 0.05 level of significance, is there evidence of a linear
relationship between the numbers of cubic feet moved and labor

hours?
k) Set up a 95% confidence interval estimate of the population
slope
l) Set up a 95% confidence interval estimate of the average
labor hours for all moves of 500 cubic feet.
m) Set up a 95% confidence interval of the labor hours of an
individual move that has 500 cubic feet.
n) Explain the difference in the results obtained in (l) and (m).
Question 12:
[4] An auto manufacturing company wanted to investigate how
the price of one of its car models depreciates with age. The
research department at the company took a sample of eight cars
of this model and collected the following information on the
ages (in years) and prices (in hundreds of dollars) of these cars.
The data are in USEDCAR.xls.
Age (x)
8
3
6
9
2
5
6
3
Price (y)
16
74
40
19
124
36

33
89
a) Find the value of the linear correlation coefficient r.
b) Find the value of the coefficient of determination r2, and
interpret the meaning for this problem.
c) At the 0.05 level of significance, is there a significant linear
relationship between two variables?
d) Determine the adequacy of the fit of the model.
e) Evaluate whether the assumptions of regression (LINE) have
been seriously violated.
f) If there is a linear correlation, what is the regression
equation?
g) Interpret the meaning of the slope b1 in this problem.
h) Interpret the meaning of the Y-intercept b0 in this problem.
Will it make sense to you as far as this model is concerned?
Explain why.
i) Set up a 95% confidence interval estimate of the population
slope.
j) Set up a 95% confidence interval estimate of the average
price for all cars of this model after 7 years.
k) Set up a 95% confidence interval of the average price of a car
of this model after 7 years.
l) Explain the difference in the results obtained in (j) and (k).
Question 13:

Question 14:
Question 15:
Question 16:
Question 17:
Question 18:
Question 19:
Question 20:
Question 21:
Question 22:
Question 23:
Question 24:
Question 25:
Question 26:
Question 27:
Question 28:
Question 29:
Question 30:

Question 31:
Question 32:
Question 33:
Question 34:
THE IMPORTANCE OF USING HUMAN RESOURCES
INFORMATION SYSTEMS (HRIS) AND A RESEARCH ON
DETERMINING THE SUCCESS OF HRIS
Yasemin Bal
Yıldız Technical University, Turkey
[email protected]
Serdar Bozkurt
[email protected]
Esin Ertemsir
[email protected]
Abstract:
With the increasing effect of globalization and technology,
organizations have started to use
information systems in various functions and departments in the
last decades. Human
resources management is one of the departments that mostly use

management information
systems. HR information systems support activities such as
identifying potential employees,
maintaining complete records on existing employees and
creating programs to develop
employees’ talents’ and skills. HR systems help senior
management to identify the manpower
requirements in order to meet the organization’s long term
business plans and strategic goals.
Middle management uses human resources systems to monitor
and analyze the recruitment,
allocation and compensation of employees. Operational
management uses HR systems to
track the recruitment and placement of the employees. HRIS can
also support various HR
practices such as workforce planning, staffing, compensation
programs, salary forecasts, pay
budgets and labour/employee relations. In this research, HRIS
perception and HRIS
satisfaction questionnaires were applied to HR employees in
order to assess the effectiveness
and use of HRIS in organizations. 78 questionnaires were
received from HR employees
working in different sectors. The results of the research give
valuable insights about the
success and effectiveness of HRIS in organizations. Also the
results of the study are discussed
in the context of the theoretical and empirical background of
MIS and HRIS.
Keywords: management information systems, human resources
information systems.
53

1. INTRODUCTION
Organizations must treat information as any other resource or
asset. It must be organized,
managed and disseminated effectively for the information to
exhibit quality. Within an
organization, information flows in four basic directions as
upward, downward, horizontal and
outward/inward (Haag & Cummings, 2008). Taking into account
that there is a huge amount
of information flow in organizations, it will be possible to
understand the importance of
information systems in organizations.
The information systems field is arguably one of the fastest
changing and dynamic of all the
business processions because information technologies are
among the most important tools
for achieving business firms’ key objectives. Until the mid-
1950s, firms managed all their
information flow with paper records. During the past 60 years,
more and more business
information and the flow of information among key business
actors in the environment has
been computerized. Businesses invest in information systems as
a way to cope with and
manage their internal production functions and to cope with the
demands of key actors in their
environments. Firms invest in information systems for the
business objectives such as
achieving operational excellence (productivity, efficiency,
agility), developing new products
and services, attaining customer intimacy and service,
improving decision making, achieving

competitive advantage and ensuring survival (Laudon &
Laudon, 2009).
2. MANAGEMENT INFORMATION SYSTEMS (MIS)
It is important to coordinate and control major functions,
departments and the business
processes in an organization. Each of these functional
departments has its own goals and
processes and they obviously need to cooperate in order for the
whole business to succeed.
Firms achieve coordination by hiring managers whose
responsibility is to ensure all the
various parts of an organization work together. The hierarchy of
management is composed of
senior management which makes long term decisions, middle
management which carries out
programs and plans and operational management which is
responsible for monitoring the
daily activities of the business. Each of these groups has
different needs for information given
their different responsibilities (Laudon & Laudon, 2009).
Management information system
(MIS) is designed to assist managerial and professional workers
by processing and
disseminating vast amounts of information to managers’
organization-wide (Alavi & Leidner,
1999).
Management information system supplies information for
strategic, tactical and operational
decision making to all subsystems within the organization. This
information provides an
essential part of the feedback control mechanism in these areas
and is necessary for the
realization of subsystem objectives (Curtis & Cobham, 2002).

Management information
system is any system that provides information for management
activities carried out within
an organization. The information is selected and presented in a
form suitable for managerial
decision making and for the planning and monitoring of the
organization’s activities.
3. HUMAN RESOURCES INFORMATION SYSTEMS (HRIS)
Along with the upsurge of computerized management
information systems (MIS) in
industrialized countries’ enterprises in the 1980s, HR functions
increasingly started to deploy
human resource information systems in their daily work. HRIS
were primarily seen as MIS
54
sub functions within HR areas intended to support the
“planning, administration, decision-
making, and control activities of human resource management.
During the 1990s, along with
the adoption of more complex HR practices focused on a
company’s overall performance
goal, HRIS correspondingly evolved into more sophisticated
information expert systems
featuring analytical tools to support decision-making in
managing human capital (Ostermann,
Staudinger & Staudinger, 2009). Information technology in the
past decade drastically
changed the human resources function. Providing support for
mainly administrative activities

such as payroll and attendance management in the beginning,
information technology today
enhances many of the recruitment function’s sub processes such
as long and short-term
candidate attraction, the generation, pre-screening, and
processing of applications or the
contracting and on boarding of new hires. Online job
advertisements on corporate web sites
and internet job boards, online CV databases, different forms of
electronic applications,
applicant management systems, corporate skill databases, and IS
supported workflows for the
contracting phase are only few examples of the various ways by
which information systems
today support recruitment processes (Keim & Weitzel, 2009).
In HR planning process it is easier to follow workforce gaps,
the quantity and quality of the
labour force and to plan future workforce requirements with the
help of HR knowledge
systems (Dessler, 2005). HRIS can support long range planning
with information for labour
force planning and supply and demand forecast; staffing with
information on equal
employment, separations and applicant qualifications; and
development with information on
training programs, salary forecasts, pay budgets and
labour/employee relations with
information on contract negotiations and employee assistance
needs (Shibly, 2011). Risk and
security management is another crucial function which can be
derived by HRIS by following
private and highly sensitive individual data and multiplatform
security aspects which are
perhaps the most serious factors that need to be taken into
consideration (Karakanian, 2000).

HRIS is defined as an “integrated system used to gather, store
and analyze information
regarding an organization’s human resources’ comprising of
databases, computer
applications, hardware and software necessary to collect,
record, store, manage, deliver,
present and manipulate data for human resources function”
(Hendrickson, 2003). An HRIS
can perform a number of functions from the simple storage and
communication of
information, to more complex transactions. As technology
advances, the range of functions
that an HRIS can undertake increases. Actually HRIS is directed
towards the HR department
itself (Ruël, Bondarouk & Looise, 2004), but the use of HRIS
can provide a number of
benefits not only to the HR function, but also line managers,
and the wider organization
(Parry, 2009). The use of HRIS has been advocated as an
opportunity for human resource
professionals to become strategic partners with top
management. HRIS allow HR function to
become more efficient and to provide better information for
decision making (Beadles,
Lowery & Johns, 2005).
The increased use of web technology to deliver HR will leave
HR specialists more time for
strategic decision making and that outsourcing of people-
management activities will liberate
HR specialists to perform more strategic activities (Kulik &
Perry, 2008). According to Ulrich
(2007; 2009) as one of the strategic partners, the HR manager
derives benefit from IHRS, to
disseminate and execute the strategy within the organization.

These systems enable
employees to manage much of their own HR administrative
work. They can take care of many
routine transactions whenever they wish, because automated
systems don’t keep office hours.
In addition to their former operational role, HR professionals
can also act as a competency
manager by arranging the right people to the right positions in
the right time with their new
55
strategic architecture role (Gürol, Wolff & Ertemsir, 2010).
HRIS is thought to contribute to
overall business performance by fulfilling or at least supporting
the tasks of data storage and
retrieval, of serving as primary administrative support tools, of
reporting and statistics as well
as of program monitoring (Ostermann, Staudinger & Staudinger,
2009). HRIS plays an
important role for any organisation to effectively manage its
human assets. Many
organizations have adopted HRIS to assist their daily human
resources operations. HRIS must
align and satisfy the needs of the organization and its users in
order to be successful (Noor &
Razali, 2011).
However, HR departments need to recognize some of the current
limitations of web
technology and its integration to the HRIS backbone. Similar to
most e-business ventures,
security of private HR information is a top priority.
Organizations looking seriously into

internet enabling of their HR businesses should evaluate the
authentication, security, access
rules, and audit trails related to service providers' networks,
servers, and applications
(Karakanian, 2000). On the other hand there can be undesired
and unexpected consequences
of HRIS. Undesired consequences refer, for instance, to an
increase of quantity but a decrease
of quality of applicants in e-recruiting (Strohmeier, 2009).
Another important aspect of using
information systems is user satisfaction. It is often suggested as
an indicator of IS success.
Many IS empirical researchers have regarded user satisfaction
as important proxy of IS
success and it is the most employed measure of IS success due
to its applicability and ease of
use. Within this literature, system and information
characteristics have been core elements on
user satisfaction which is defined as the attitude that a user has
toward an information system
(Shibly, 2011).
4. RESEARCH METHODOLOGY
The purpose of the study is to determine the relationship
between the satisfaction of
employees from HRIS and their perceptions of HRIS. Another
aim of the study is to reveal
the perceptions of employees for the dimensions that constitute
HRIS and explain the points
that should be developed. Also, it is aimed to reveal that if the
HRIS perceptions of
employees show difference or not according to their
demographic qualifications (age, gender,
seniority, position, education). The research has importance to
determine the contribution and

success of using HRIS for HR employees.
With the results of the research, it is possible to give valuable
insights about the importance of
using HRIS and the satisfaction level of HR employees from
this system. There is a lack of
empirical study in the related literature. By considering the
need of empirical studies in this
field, it is obvious that both the theoretical and empirical results
of this research will give an
important contribution to the related literature.
4.1. Sample and Data Collection
HR employees from different sectors participated to the
research (n = 78) between January-
March 2012. The method of the research sampling is “purposive
sampling” which gives the
researchers to use their own judgment to select suitable people
for the sample (Balcı, 2004).
Two scales were used in the questionnaires as measurement
instrument of the research. The
first scale has 4 dimensions and 22 items that measure HRIS.
The scale was translated to
Turkish by the researchers and used as with 3 dimensions and
22 items in the research
56
according to face validity. Face validity is a judgment by
scientific community that the

indicator really measures the construct (Neuman, 2004).
The second scale has 3 items that measures HRIS satisfaction.
The questions about social
demographic qualifications such as gender, education, seniority,
position and age were
included to the items for measuring HRIS and the questionnaire
form was developed. The
questionnaires were sent to employees via e-mail and collected
by the same way.
Questionnaires were sent to HR employees who are working in
different sectors such as
pharmacy, fast-moving consumer and banking. 78 HR
employees replied the questionnaires
from these sectors.
4.2. Data Analysis
The items of HRIS perception and HRIS satisfaction scales were
presented using a five-point
Likert item as “1: strongly disagree” and “5: strongly agree”.
Data was analyzed by SPSS for
Windows 18.0 package program. Firstly, Kolmogorov-Smirnov
test was used to determine the
normality of data and the results showed that data was
distributed normally and it is possible
to make parametric tests.
Cronbach alpha reliability value was computed in order to find
the reliability of the scale. The
reliability values are 0.961 for HRIS perception scale and 0.829
for HRIS satisfaction scale.
The reliability values of both scales are high for researches in
social sciences (Kalaycı, 2005).

Descriptive statistical analysis (arithmetic mean and standard
deviation) and Pearson
correlation test were used to determine the relationship between
HRIS perception and HRIS
satisfaction. Also, t-test and one-way ANOVA test were used to
determine the differences
according to demographic qualifications.
4.3. Research Hypothesizes
In this research, the relationship between the satisfaction of
employees from HRIS and their
perceptions of HRIS are analyzed, furthermore it is tested
whether or not these two variables
differ according to demographic variables such as position,
gender, education level and age.
The main hypothesizes of the research are given below:
H1: There is a relationship between the satisfaction of
perceptions of HRIS.
H1a: Employees’ perceptions of HRIS show difference
according to their position.
H1b: Satisfaction of employees from HRIS shows difference
H1c: Employees’ perceptions of HRIS show difference
according to their genders.
H1d: Satisfaction of employees from HRIS shows difference
H1e: Employees’ perceptions of HRIS show difference
according to their education levels.
H1f: Satisfaction of employees from HRIS shows difference
according to their education
levels.
H1g: Employees’ perceptions of HRIS show difference

according to their ages.
H1h: Satisfaction of employees from HRIS shows difference
4.4. Findings and Results
Employees from different sectors participated to the research (n
=78). The social demographic
qualifications of the participants are as follows: 25 male (32,1
%) and 53 female (67,9 %)
57
participated to the research. The educational background of the
participants are; 9 people
(11,5 %) have high school degree, 44 people (56,4 %) have
undergraduate degree and 24
people (32,1 %) have graduate and Ph.D. degree.
The age classification of participants are; 8 people (10,3 %) are
between 18–25; 49 people
(62,8%) are between 26–33; 13 people (16,7 %) are between
34–41 and 8 people (10,3 %)
are more than the age of 42. The seniority of participants are;
20 people (25,6 %) have less
than 1 year seniority; 18 people (23,1 %) have 1–3 year
seniority; 17 people (21,8 %) have 4
–6 year seniority; 9 people (11,5 %) have 7–9 year seniority
and 14 people (17,9 %) have
seniority more than 10 years.

The positions of participants are; 34 people (43,6 %) HR
manager and HR vice manager; 36
people (46,2 %) HR specialist and 6 people (7,7 %) HR
assistant. 2 people did not give
answer about their positions.
Table 1: Demographic qualifications of participants
Variable
name
Frequency (%)
Gender Male 25 32,1
Female 53 67,9
Education High School Degree 9 11,5
Undergraduate 44 56,4
Graduate / Ph.D. 24 32,1
Age 18-25 8 10,3
26-33 49 62,8
34-41 13 16,7
42 and more 8 10,3
Seniority Less than 1 20 25,6
1-3 year 18 23,1
4-6 year 17 21,8
7-9 year 9 11,5
10 and more 14 17,9
Position Manager/Vice Mngr. 34 43,6
Specialist 36 46,2
HR Assistant 6 7,7
No answer 2 2,5
According to the results of descriptive statistical analysis
(arithmetic mean and standard
deviation) belong to two scales; the arithmetic mean for HRIS
perception scale was
computed as 3,73 (SD: 0.67) and the arithmetic mean for HRIS

satisfaction scale was
computed as 3,66 (SD: 0.78). These scores show that the
participants gave answers to both
scales as “agree”. According to the arithmetic mean of the
dimensions of HRIS perception
scale, we see that the three dimensions of the scale are
evaluated close to each other and
participants perceive HRIS activities almost with the same
importance (Table 2).
When we look at the arithmetic mean of the dimensions of HRIS
satisfaction scale, we see
that it has been perceived almost same as HRIS (arithmetic
mean: 3,66). Here we see that
participants emphasize the importance of HRIS and at the same
time they are satisfied with
the HRIS system they use.
58
Table 2: Descriptive statistics results of the scales and their
dimensions
Scales and Dimensions Mean Std. Dev. N
System Quality 3,68 ,69 78
Information Quality 3,76 ,70 78
Perceived Ease of Use 3,73 ,78 78
HRIS (total) 3,73 ,67 78
HRIS satisfaction (total) 3,66 ,78 78

perceptions of HRIS.
Pearson correlation analysis was used to test the relationship
the satisfaction of employees
from HRIS and their perceptions of HRIS. According to the
results of Pearson correlation
analysis, a positive and high level relationship was found with
Pearson correlation value:
0,841 (p < 0.01). H1 hypothesis is accepted.
In order to understand this positive relationship better, also the
relationship between HRIS
dimensions and satisfaction from HRIS were investigated as
shown in Table 3. According to
correlation analysis results, positive and high level relationship
was found among all
dimensions of HRIS and system quality, information quality and
perceived ease of use.
Table 3: Correlation values of relationship between HRIS
dimensions and satisfaction from HRIS
System
quality
Information
quality
Perceived

ease of use
HRIS
satisfaction
System quality 1
Information quality ,798** 1
,000
Perceived ease of
use
,770** ,766** 1
,000 ,000
HRIS satisfaction ,774** ,792** ,765** 1
,000 ,000 ,000
** p< 0.01
In order to determine whether employees’ perceptions of HRIS
show difference or not
according to position variable, t test was used and statistically
meaningful difference was
found between these two variables (p: 0.008 < 0,05). H1a
hypothesis is accepted.
Therefore we can say that the perception of employees working
as a manager / vice manager,
specialist or HR assistant show difference. The arithmetic
means of answers were investigated
in the direction of difference. According to the results

(manager/vice manager 3,92, specialist
3.67, assistant 3.03), the HRIS perception of managers and
specialists are statistically and
significantly different from the perceptions of HR assistants.
59
Table 4: Results of one-way ANOVA analysis for HRIS
Sum of Squares df Mean Square F Sig.
HRIS Between
Groups
4,376 2 2,188 5,189 ,008
Within Groups 30,781 73 ,422
Total 35,157 75
In order to determine whether or not employees' satisfaction
from HRIS show difference
according to their position, one-way ANOVA test was used and
statistically meaningful
difference was found between these two variables (p: 0.036 <
0,05). H1b hypothesis is
accepted.
Therefore we can say that the satisfaction of employees working

as a manager/vice manager,
specialist or HR assistant show difference. The arithmetic
means of answers were investigated
in the direction of difference. According to the results
(manager/vice manager 3,85, specialist
3.58, assistant 3.00), the HRIS satisfaction of managers and
specialists are statistically and
significantly different from the satisfaction of HR assistants.
(Table 5).
Table 5: Results of one-way ANOVA analysis for HRIS
satisfaction
Sum of Squares df Mean Square F Sig.
HRIS
Satisfaction
Between Groups 4,091 2 2,045 3,489 ,036
Within Groups 42,792 73 ,586
Total 46,883 75
Also, t-test and one-way ANOVA test were used to determine
whether or not perception of
HRIS and satisfaction from HRIS show difference according to
gender, education and age
variables and no statistically meaningful difference was found
between these variables. All
analysis results of research hypothesizes are shown in Table 6.
Table 6: Results of research hypothesizes
Hypothesis p-value Result

employees
from HRIS and their perceptions of HRIS.
0.000 Accepted
according to
their position.
0.008 Accepted
0.036 Accepted
H1c: Employees’ perceptions of HRIS show difference
according to
their genders.
0.238 Rejected
H1d: Satisfaction of employees from HRIS shows difference
0.181 Rejected
H1e: Employees’ perceptions of HRIS show difference
according to
their education levels.
0.606 Rejected
H1f: Satisfaction of employees from HRIS shows difference
0.632 Rejected

60
according to their education levels.
H1g: Employees’ perceptions of HRIS show difference
according to
their ages.
0.146 Rejected
H1h: Satisfaction of employees from HRIS shows difference
0.074 Rejected
5. CONCLUSION
HRIS is an integrated system used to gather, store and analyze
information regarding an
organization’s human resources’ comprising of databases,
computer applications, hardware
and software necessary to collect, record, store, manage,
deliver, present and manipulate data
for human resources function. The use of HRIS in organizations
has various advantages for
managers especially in decision making processes. In this study,
the HRIS perception and
HRIS satisfaction of HR employees were investigated.
According to correlation analysis
results, positive and high level relationships were found among
all dimensions of HRIS and
system quality, information quality and perceived ease of use
which jointly constitute HRIS

success. Also, it is found those employees’ perceptions of HRIS
show difference according to
their position and satisfaction of employees from HRIS shows
difference according to their
position.
The results of the research reveal that HR employees perceive
HRIS useful and they are
satisfied with the system. It was found that both HRIS
perception and HRIS satisfaction of
employees show difference according to position variable. This
finding may have its source
from the limited access of HRIS functions depending on the
positions of employees. Thus
future studies should also consider the relationships between the
access limitations to
information content and functions of HRIS and user
satisfaction. Overall present research
provides valuable insights into the study of HRIS success.
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/ENU (Use these settings to create Adobe PDF documents
best suited for high-quality prepress printing. Created PDF
documents can be opened with Acrobat and Adobe Reader 5.0
and later.)
>>
/Namespace [
(Adobe)
(Common)
(1.0)
]
/OtherNamespaces [
<<
/AsReaderSpreads false
/CropImagesToFrames true
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/IncludeNonPrinting false
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(Adobe)
(InDesign)
(4.0)
]
/OmitPlacedBitmaps false
/OmitPlacedEPS false
/OmitPlacedPDF false

/SimulateOverprint /Legacy
>>
<<
/AddBleedMarks false
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/AddRegMarks false
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/Downsample16BitImages true
/FlattenerPreset <<
/PresetSelector /MediumResolution
>>
/FormElements false
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/PDFXOutputIntentProfileSelector /DocumentCMYK
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/UseDocumentBleed false
>>
]
>> setdistillerparams

<<
/HWResolution [2400 2400]
/PageSize [612.000 792.000]
>> setpagedevice

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