Leveraging HR Analytics Capability for Sustainable Supply Chains: The Roles of Green HRM, AI‐Driven Capabilities and Resource Commitment

IF 13.2 1区管理学 Q1 BUSINESS

Business Strategy and The Environment Pub Date : 2026-10-02 DOI:10.1002/bse.71599

Philip Opoku Mensah, Emmanuel Mensah Kparl, Abdul‐Razak Suleman, Michael Kyei‐Frimpong, Adam Abdul Mumin, Elias Appiah‐Kubi, Charlotte Adjanor‐Doku

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引用次数: 0

Abstract

Among many firms in emerging economies, investments in HR analytics promise strategic insight yet often fail to translate into measurable sustainability gains. This study theorises and tests how HR analytics capability drives supply chain sustainability through the strategic enactment of Green HRM (GHRM). Drawing on dynamic capability theory and socio‐technical systems theory, we propose that HR analytics capability indirectly enhances supply chain sustainability by enabling firms to design and implement data‐informed GHRM strategies that align workforce practices with environmental objectives. We further argue that this indirect effect is contingent on two distinct enabling conditions: AI‐driven capability, which strengthens the translation of HR analytics capability into GHRM strategy, and organisational resource commitment, which strengthens the translation of GHRM strategy into sustainable supply chain outcomes. Using two‐wave survey data from 248 owner‐managers and managers of manufacturing SMEs in Ghana, we find support for the mediated relationship between HR analytics capability and supply chain sustainability through GHRM strategy, together with significant first‐stage moderation by AI‐driven capability and second‐stage moderation by organisational resource commitment. The findings advance theory by clarifying the micro foundations through which analytical capabilities shape sustainability performance and by identifying the boundary conditions under which such capabilities yield strategic environmental returns in resource‐constrained contexts.

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利用人力资源分析能力实现可持续供应链：绿色人力资源管理、人工智能驱动能力和资源承诺的作用

在新兴经济体的许多公司中，对人力资源分析的投资承诺了战略洞察力，但往往无法转化为可衡量的可持续性收益。本研究对人力资源分析能力如何通过绿色人力资源管理（GHRM）的战略制定来推动供应链可持续性进行了理论和测试。根据动态能力理论和社会技术系统理论，我们提出人力资源分析能力通过使企业能够设计和实施基于数据的GHRM战略，使劳动力实践与环境目标保持一致，从而间接提高供应链的可持续性。我们进一步认为，这种间接影响取决于两个不同的有利条件：人工智能驱动的能力，它加强了人力资源分析能力向GHRM战略的转化，以及组织资源承诺，它加强了GHRM战略向可持续供应链成果的转化。利用来自加纳248名制造业中小企业的所有者经理和经理的两波调查数据，我们发现通过GHRM战略，人力资源分析能力和供应链可持续性之间存在中介关系，以及人工智能驱动能力在第一阶段和组织资源承诺在第二阶段的显著调节作用。研究结果阐明了分析能力塑造可持续绩效的微观基础，并确定了这些能力在资源受限背景下产生战略环境回报的边界条件，从而推动了理论的发展。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Business Strategy and The Environment Multiple-

CiteScore

22.50

自引率

19.40%

发文量

336

期刊介绍： Business Strategy and the Environment (BSE) is a leading academic journal focused on business strategies for improving the natural environment. It publishes peer-reviewed research on various topics such as systems and standards, environmental performance, disclosure, eco-innovation, corporate environmental management tools, organizations and management, supply chains, circular economy, governance, green finance, industry sectors, and responses to climate change and other contemporary environmental issues. The journal aims to provide original contributions that enhance the understanding of sustainability in business. Its target audience includes academics, practitioners, business managers, and consultants. However, BSE does not accept papers on corporate social responsibility (CSR), as this topic is covered by its sibling journal Corporate Social Responsibility and Environmental Management. The journal is indexed in several databases and collections such as ABI/INFORM Collection, Agricultural & Environmental Science Database, BIOBASE, Emerald Management Reviews, GeoArchive, Environment Index, GEOBASE, INSPEC, Technology Collection, and Web of Science.