The effect of innovation performance on the adoption of human resources analytics in business organizations

Abstract

Our study objective is to examine the determinants that influence the adoption of human resource (HR) analytics, along with the influence of the external variable called Innovation Performance. The research model was developed by adapting the theoretical model of the unified theory of the acceptance and use of technology (UTAUT) by adding the external variable, Innovation Performance. The data was collected using a survey at Amazon Mechanical Turk (MTurk) in the USA. Initially, a total of 602 responses were obtained. Finally, a total of 554 questionnaires were obtained after using information quality filters for debugging. This study reveals that the main influence on the adoption of HR analytics is exerted by performance expectancy, social influence, facilitating conditions, and innovation performance on behavioral intention. Likewise, facilitating conditions, innovative performance, and behavior intention are the major influences for Use Behavior. This was found from an empirical analysis using the generalized structured component analysis (GSCA) software package that shows, with tabled data, the major relationships of the research model. This research into the use of HR Analytics investigated the standard determinants of UTAUT and the Innovation Performance external variable, that influence the adoption of HR analytics in business organization.

Keywords

• business organization
• companies
• hr analytics
• innovation performance
• utaut
• gsca