Choosing the right (HR) metrics: digital data for capturing team proactivity and determinants of content validity

IF 3 Q2 MANAGEMENT
Greta Ontrup, Pia Sophie Schempp, A. Kluge
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引用次数: 5

Abstract

PurposeThe purpose of this paper is to explore how positive organizational behaviors, specifically team proactivity, can be captured through digital data and what determines content validity of these data. The aim is to enable scientifically rigorous HR analytics projects for measuring and managing organizational behavior.Design/methodology/approachResults are derived from interview data (N = 24) with team members, HR professionals and consultants of HR software.FindingsBased on inductive qualitative content analysis, the authors clustered six data types generated/recorded by 13 different technological applications that were proposed to be informative of team proactivity. Four determinants of content validity were derived.Practical implicationsThe overview of technological applications and resulting data types can stimulate diverse HR analytics projects, which can contribute to organizational performance. The authors suggest ways to control for the threats to content validity in the design of HR analytics or research projects.Originality/valueHR analytics projects in the application field of managing organizational behavior are rare. This paper provides starting points for choosing data to measure team proactivity as one form of organizational behavior and guidelines for ensuring their validity.
选择正确的(HR)指标:用于捕获团队主动性和内容有效性决定因素的数字数据
本文的目的是探索如何通过数字数据捕获积极的组织行为,特别是团队主动性,以及决定这些数据内容有效性的因素。其目的是使科学严谨的人力资源分析项目能够测量和管理组织行为。设计/方法/方法结果来源于对团队成员、人力资源专业人员和人力资源软件顾问的访谈数据(N = 24)。基于归纳定性内容分析,作者聚类了13种不同技术应用产生/记录的6种数据类型,这些数据类型被认为是团队主动性的信息。得出了内容效度的四个决定因素。实际意义技术应用的概述和产生的数据类型可以刺激不同的人力资源分析项目,这可以有助于组织绩效。作者提出了在人力资源分析或研究项目设计中控制内容有效性威胁的方法。在管理组织行为学的应用领域中,独创性/价值人力资源分析项目很少。本文为选择数据来衡量团队主动性作为组织行为的一种形式提供了起点,并为确保其有效性提供了指导方针。
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
5.20
自引率
9.10%
发文量
31
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