Adoption of Artificial Intelligence in Human Resource Management and Employee Acceptance of Digital HR Systems in Nigerian Universities
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2026
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| author | Makinde Victor, AKINNIGBAGBE Omofolasaye Omobolanle, ADEGOKE Itunu OLU-OGUNLEYE |
| author_facet | Makinde Victor, AKINNIGBAGBE Omofolasaye Omobolanle, ADEGOKE Itunu OLU-OGUNLEYE |
| contents | <p>The adoption of Artificial Intelligence (AI) in human resource management (HRM) and the acceptance of digital HR systems by employees in higher education institutions have become important factors in the management of the workforce in these institutions. This study aims to present a systematic literature review on the available research on the adoption of AI in HRM in higher education institutions and the factors that influence employee acceptance of digital HR systems. The available literature on the adoption of AI in HRM in higher education institutions was identified using the PRISMA approach, and relevant literature was identified from Scopus, Web of Science, Google Scholar, and Africa Journals Online (AJOL) databases, with the publication dates ranging from 2019 to 2026. The literature review indicates that the adoption of AI in HRM in higher education institutions is mainly in administrative functions, not in strategic functions, and that the adoption is influenced by technological, organisational, and environmental factors, while the barriers to adoption include infrastructural, cost, skill, and ethical factors. Employee acceptance is influenced by perceived usefulness, ease of use, trust, and organisational support, but resistance is driven by fear, ethics, and threats to professional autonomy. These findings are discussed using the Technology Acceptance Model (TAM), the Unified Theory of Acceptance and Use of Technology (UTAUT), and the Diffusion of Innovation (DOI) theory, which offer a comprehensive understanding of the technology and socio-organisational factors that influence AI adoption in HE HRM. In the final section, recommendations are offered for policy, practice, and further research, which highlight the importance of strategic alignment, capacity building, ethics, and contextual approaches to AI adoption and employee engagement with HR technology.</p> |
| format | Recurso digital |
| id | zenodo_https___doi_org_10_5281_zenodo_18832627 |
| institution | Zenodo |
| language | ang |
| publishDate | 2026 |
| publisher | Zenodo |
| record_format | zenodo |
| spellingShingle | Adoption of Artificial Intelligence in Human Resource Management and Employee Acceptance of Digital HR Systems in Nigerian Universities Makinde Victor, AKINNIGBAGBE Omofolasaye Omobolanle, ADEGOKE Itunu OLU-OGUNLEYE Artificial Intelligence, Digital HR Systems, Employee Acceptance, Universities, Human Resource Management, Systematic Literature Review <p>The adoption of Artificial Intelligence (AI) in human resource management (HRM) and the acceptance of digital HR systems by employees in higher education institutions have become important factors in the management of the workforce in these institutions. This study aims to present a systematic literature review on the available research on the adoption of AI in HRM in higher education institutions and the factors that influence employee acceptance of digital HR systems. The available literature on the adoption of AI in HRM in higher education institutions was identified using the PRISMA approach, and relevant literature was identified from Scopus, Web of Science, Google Scholar, and Africa Journals Online (AJOL) databases, with the publication dates ranging from 2019 to 2026. The literature review indicates that the adoption of AI in HRM in higher education institutions is mainly in administrative functions, not in strategic functions, and that the adoption is influenced by technological, organisational, and environmental factors, while the barriers to adoption include infrastructural, cost, skill, and ethical factors. Employee acceptance is influenced by perceived usefulness, ease of use, trust, and organisational support, but resistance is driven by fear, ethics, and threats to professional autonomy. These findings are discussed using the Technology Acceptance Model (TAM), the Unified Theory of Acceptance and Use of Technology (UTAUT), and the Diffusion of Innovation (DOI) theory, which offer a comprehensive understanding of the technology and socio-organisational factors that influence AI adoption in HE HRM. In the final section, recommendations are offered for policy, practice, and further research, which highlight the importance of strategic alignment, capacity building, ethics, and contextual approaches to AI adoption and employee engagement with HR technology.</p> |
| title | Adoption of Artificial Intelligence in Human Resource Management and Employee Acceptance of Digital HR Systems in Nigerian Universities |
| topic | Artificial Intelligence, Digital HR Systems, Employee Acceptance, Universities, Human Resource Management, Systematic Literature Review |
| url | https://doi.org/10.5281/zenodo.18832627 |