在現今的社會環境下，組織如何贏得競爭優勢最主要的因素在於組織內的人員，而在組織內部與人最相關的就是人力資源管理部門。且近幾年為了反應整個快速改變的社會和組織環境，人力資源管理部門開始慢慢地重視電子化資訊科技的使用。當組織想要成功地將資訊系統導入到人力資源管理部門，也就是所謂的電子化人力資源系統，重新檢視整個工作系統和相關的影響因素是非常必要的。因此，為了同時考量工作者身心的特徵、工作系統和相關軟硬體介面之人因設計，此篇研究利用宏觀人因的觀點探討電子化人力資源管理系統之成功採用。
宏觀人因的基本假設是應用在工作系統設計的社會科技子系統模式。基於這個觀點，此篇研究將利用文獻探討得到社會科技子系統模式和相關資訊系統採用之模式，藉由層級分析法去確認影響電子化人力資源系統成功採用之相關因素。而在此多準則模式中，包含環境、組織結構、人員和科技這四方面。在環境構面下有三個因素分別是內部工作環境、公司文化和外部環境；在組織結構方面包含複雜度、正式化、集權化和組織大小；在個人方面有高階主管支持、高階主管參與、使用者參與、使用者經驗、使用者能力、使用者態度和期望有用性；在科技方面包含系統品質、資訊系統發展團隊品質和系統使用率。
基於上述原因，在此研究中採行問卷發放方式探討所有因素的相對重要性，研究對象包含在電子化人力資源系統有深入了解或實際運用之產業界與學術界專家。研究結果顯示如果組織想要成功地導入電子化人力資源系統，在宏觀人因的觀點之下，組織結構應該是優先考量的因素，再來分別是科技、環境和個人方面。而在組織結構下，決策者應該優先考量組織大小，在科技方面應先考量資訊系統發展團隊品質，在環境下應先考量內部工作環境，而在個人方面高階主管的參與是最重要的考量因素。如果決策者想要同時地考量所有構面下之因素，前四項最重要的因素分別是組織大小、正式化程度、內部工作環境和資訊系統發展團隊品質。

In the organization, the main origin of how the organization gains competitive advantages is people. And in the organization, the most related one with people is human resource management (HRM) section. Recent years, in order to respond to the changing society and organizations, the HRM gradually placing electronic information technologies (IT) is important.
As the organization wants to successfully implement IT into its HRM sections (so called E-HR system), it is necessary to review again the overall work system and related influential factors in the organization. Hence, in order to consider the worker’s professional and psychosocial characteristics in designing a work system and subsequently carrying the work system design in the ergonomic design of specific jobs and related hardware and software interfaces, the study proposes a macroergonomics perspective in the E-HR work system.
The theoretical assumption underpinning of macroergonomics is a socio-technical system model as applied in the work system design. Therefore, through the results of extensive literature review, the study uses socio-technical system models and related human factors to identify factors affecting the process of implementing E-HR system in the organization by using analytic hierarchy process (AHP). And the multi-criteria model conclude relevant environmental (internal work environment, company culture and external work environment), organization structure (complexity, formalization, centralization, organization size), personnel (top-manager support, top-manager participation, user participation, user experience, user capability, user attitude, perceived usefulness), and technology (system quality, information system development team quality, system usage) variables.
Questionnaires are used in this study to collect data and to explore the relative importance of all variables, and participates include academic experts in the domain of E-HR and industrial experts who are the HR section manager in the company.
The results of this study indicate that if the organization wants to implement an E-HR system successfully, the organization structure is the first consideration factor in the macroergonomics perspective; the second is technology; the third is environment; and the last is personnel.
Under the four aspects of macroergonomics perspective, the decision-makers should give priority to the organization size under the organization structure aspect, ISD team quality under the technology aspect, internal work environment under the environment aspect and top-manager support under the personnel aspect respectively.
If the decision-makers want to rank all factors of aspects simultaneously, the most importance factors are organization size, formalization, internal work environment and information system development team quality. Therefore, the decision-makers should regard the organization size as the most important factors in the adoption of E-HR system.

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許伯年(民92年)。導入ERP人力資源資訊系統之關鍵成功因素探討~以P公司為例 國立中央大學人力資源管理研究所碩士論文