Most of the HR personnel welcomed the increasing automation of HR tasks (Table 3); however, we also found some resistance
to the new role of HR. Consequently, the perception of the HRIS and the changing HR identity are different reasons for
the extent of system acceptance. This differentiation may be important for future research when discussing the impact of
HRIS implementation on individual work-related consequences, as the acceptance of the new role of HR is an important
aspect of an HRIS implementation project. Future research could build on our results and develop a research model that differentiates
between the HRIS as technology and the changing HR identity that may be accepted or resisted by HR personnel.
By doing so, future research could provide empirical evidence for the different explanatory power of these two reasons for
technology acceptance of and user resistance to e-HRM.