Employees' adoption of HR analytics – a theoretical framework based on career construction theory

Abstract

PurposeDrawing upon the career construction theory, the present study aims to propose and test a mediation model exploring the association among technology readiness, adoption of human resource (HR) analytics by HR professionals, and organizational career growth.Design/methodology/approachA survey has been conducted to collect data from HR professionals (N = 347) working in various industrial sectors in India. The data collected is analyzed for mediation using SPSS PROCESS Macro (Model 4).FindingsThe study provided evidence about the mediating role of individual adoption of HR analytics between technology readiness (motivators, inhibitors) and organization career growth (career goal progress, professional ability development, promotion speed and remuneration growth).Research limitations/implicationsFirstly, the results provide evidence in relation to the career construction theory with respect to adoption of human resource analytics by HR professionals. Secondly, the study findings validate the technology readiness model in the context of adopting HR analytics. Thirdly and most significantly, the study proposes a novel theoretical framework for adoption of HR analytics by HR professionals in organizations.Practical implicationsThe findings imply that HR professionals' technology readiness (motivators and inhibitors) can facilitate better adoption of HR analytics in organizations. Moreover, the adoption of HR analytics shall promote better career growth for HR professionals.Originality/valueThe present study builds and tests a theoretical framework based on technology readiness, individual adoption of HR analytics, and organization career growth. The study is the first of its kind to the best of the authors' knowledge.