Moderating role of resistance to change in the actual adoption of HR analytics in the Indian banking and financial services industry

IF 1.6 Q2 Business, Management and Accounting
Meenal Arora, Anshika Prakash, A. Mittal, Swati Singh
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引用次数: 2

Abstract

PurposeThis study aimed to evaluate the factors that determine an individual's decision to adopt human resources (HR) analytics. This study attempts to extend Unified Theory of Acceptance and Use of Technology - 2 (UTAUT2) to identify the lag rate in adoption.Design/methodology/approachResponses were obtained from 387 HR employees of the Banking Financial Services and Insurance (BFSI) sector in metropolitan cities of India through nonprobabilistic purposive sampling. The analysis was performed through hierarchical regression, structural equation modeling and moderation of resistance to change.FindingsThe results suggest that performance expectancy, hedonic motivation and data availability are endorsed by proponents of the intention to adopt HR analytics. In contrast, effort expectancy, social influence, quantitative self-efficacy and habits did not influence behavioral intention (BI). Additionally, the actual use behavior (UB) of HR analytics was determined by BI and facilitating conditions. Furthermore, the moderating effect of resistance to change is explored.Practical implicationsThis study makes a significant contribution to the literature on the adoption of HR analytics. By appropriately concentrating on the adoption intention of HR analytics, organizations can intensify healthy employee relationships, thus encouraging the actual usage of HR analytics.Originality/valueThis study formulates a conceptual framework for the adoption of HR analytics that can be used by top management to formulate strategies for the implementation of HR analytics. Moreover, this study aimed to expand UTAUT2, emphasizing the concept of data availability and quantitative self-efficacy and examining the moderating role of resistance to change in the relationship between BI and UB.
在印度银行和金融服务行业实际采用人力资源分析时,抵制变革的调节作用
目的本研究旨在评估决定个人采用人力资源(HR)分析的因素。本研究试图扩展技术接受和使用统一理论- 2 (UTAUT2),以确定采用的滞后率。设计/方法/方法通过非概率目的抽样,从印度大城市银行金融服务和保险(BFSI)部门的387名人力资源员工中获得了反馈。通过层次回归、结构方程模型和变革阻力的调节进行分析。研究结果表明,绩效预期、享乐动机和数据可用性得到了采用人力资源分析的支持者的认可。而努力期望、社会影响、量化自我效能感和习惯对行为意向(BI)没有影响。此外,人力资源分析的实际使用行为(UB)由BI和便利条件决定。此外,本文还探讨了抗拒变化的调节作用。实践意义本研究对人力资源分析应用的文献做出了重大贡献。通过适当地关注人力资源分析的采用意图,组织可以加强健康的员工关系,从而鼓励人力资源分析的实际使用。原创性/价值本研究为人力资源分析的采用制定了一个概念性框架,高层管理人员可以使用它来制定实施人力资源分析的战略。此外,本研究旨在扩展UTAUT2,强调数据可用性和定量自我效能的概念,并研究改变抵抗在BI和UB之间的关系中的调节作用。
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
CiteScore
2.70
自引率
6.20%
发文量
39
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