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

Eithel F. Bonilla-Chaves; Pedro R. Palos-Sánchez; José A. Folgado-Fernández; Jorge A. Marino-Romero; Eithel F. Bonilla-Chaves; Pedro R. Palos-Sánchez; José A. Folgado-Fernández; Jorge A. Marino-Romero

doi:10.3934/era.2024054

Electronic Research Archive

2024, Volume 32, Issue 2: 1126-1144. doi: 10.3934/era.2024054

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

1.
School of Business Administration, Technological Institute of Costa Rica, Cartago 30109, Costa Rica
2.
Department of Financial Economy and Operation Management, University of Sevilla, Sevilla 41018, Spain
3.
Department of Financial Economy and Accounting, Universidad de Extremadura, Cáceres 10071, Spain

Received: 02 October 2023 Revised: 15 December 2023 Accepted: 08 January 2024 Published: 25 January 2024

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.
- business organization,
- companies,
- HR analytics,
- innovation performance,
- UTAUT,
- GSCA
Citation: Eithel F. Bonilla-Chaves, Pedro R. Palos-Sánchez, José A. Folgado-Fernández, Jorge A. Marino-Romero. The effect of innovation performance on the adoption of human resources analytics in business organizations[J]. Electronic Research Archive, 2024, 32(2): 1126-1144. doi: 10.3934/era.2024054

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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.

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