Help me help you: How HR analytics forecasts foster organizational creativity

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F04130081%3A_____%2F24%3AN0000026" target="_blank" >RIV/04130081:_____/24:N0000026 - isvavai.cz</a>

Výsledek na webu

<a href="https://www.sciencedirect.com/science/article/pii/S0040162524003366?via%3Dihub" target="_blank" >https://www.sciencedirect.com/science/article/pii/S0040162524003366?via%3Dihub</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.1016/j.techfore.2024.123540" target="_blank" >10.1016/j.techfore.2024.123540</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Help me help you: How HR analytics forecasts foster organizational creativity

Popis výsledku v původním jazyce

Organizational creativity is increasingly deemed a crucial source of organizational effectiveness and competitive advantage. As several previous researches found that some human resource management (HRM) activities act as antecedents of organizational creativity, HR-related decisions are increasingly deemed as high stake decisions, as poor choices may originate large financial loss and may be very costly to reverse. For this reason, organizations are relying more and more on a data-driven approach also when it comes to HRM, for example by increasingly resorting to HR analytics tools to inform and guide the decision-making process. Consequently, the objective of this study is to empirically investigate the effect of an HRM data-driven approach on organizational creativity. Data were collected through online questionnaires addressed to 281 HR managers of heterogeneous companies from Europe and analyzed through a structural equation modeling (SEM) technique. Our results found employee training, organizational knowledge sharing, and recruitment and selection to be positively related to organizational creativity, and that HR analytics positively moderated these relationships. On the contrary, no significant effect was found regarding the relationship between employee rewards and incentives and organizational creativity, and neither regarding the moderating effect of HR analytics. Our study thus contributes to research regarding high stake decisions by empirically demonstrating HR analytics' positive impact on the decision-making process regarding the workforce, also in a peculiar context as organizational creativity. It also contributes to organizational creativity literature by clarifying the mixed findings regarding its antecedents. Finally, it provides further empirical confirmation of the contingency theory applied to HRM.

Název v anglickém jazyce

Help me help you: How HR analytics forecasts foster organizational creativity

Popis výsledku anglicky

Organizational creativity is increasingly deemed a crucial source of organizational effectiveness and competitive advantage. As several previous researches found that some human resource management (HRM) activities act as antecedents of organizational creativity, HR-related decisions are increasingly deemed as high stake decisions, as poor choices may originate large financial loss and may be very costly to reverse. For this reason, organizations are relying more and more on a data-driven approach also when it comes to HRM, for example by increasingly resorting to HR analytics tools to inform and guide the decision-making process. Consequently, the objective of this study is to empirically investigate the effect of an HRM data-driven approach on organizational creativity. Data were collected through online questionnaires addressed to 281 HR managers of heterogeneous companies from Europe and analyzed through a structural equation modeling (SEM) technique. Our results found employee training, organizational knowledge sharing, and recruitment and selection to be positively related to organizational creativity, and that HR analytics positively moderated these relationships. On the contrary, no significant effect was found regarding the relationship between employee rewards and incentives and organizational creativity, and neither regarding the moderating effect of HR analytics. Our study thus contributes to research regarding high stake decisions by empirically demonstrating HR analytics' positive impact on the decision-making process regarding the workforce, also in a peculiar context as organizational creativity. It also contributes to organizational creativity literature by clarifying the mixed findings regarding its antecedents. Finally, it provides further empirical confirmation of the contingency theory applied to HRM.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

N - Vyzkumna aktivita podporovana z neverejnych zdroju

Rok uplatnění

2024

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

TECHNOLOGICAL FORECASTING AND SOCIAL CHANGE

ISSN

0040-1625

e-ISSN

1873-5509

Svazek periodika

206

Číslo periodika v rámci svazku

123540

Stát vydavatele periodika

US - Spojené státy americké

Počet stran výsledku

14

Strana od-do

1-14

Kód UT WoS článku

001261967900001

EID výsledku v databázi Scopus

2-s2.0-85196788426