基于组织分析成熟度的人力资源管理采用:考察制度理论、资源基础观和创新扩散的作用

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-12-04 DOI:10.1108/ijm-10-2022-0496
Despoina Ioakeimidou, Dimitrios Chatzoudes, Symeon Symeonidis, Prodromos Chatzoglou
{"title":"基于组织分析成熟度的人力资源管理采用:考察制度理论、资源基础观和创新扩散的作用","authors":"Despoina Ioakeimidou, Dimitrios Chatzoudes, Symeon Symeonidis, Prodromos Chatzoglou","doi":"10.1108/ijm-10-2022-0496","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>This study aims to develop and test an original conceptual framework that examines the role of various factors borrowed from three theories (i.e. Institutional Theory, Resource-Based View and Diffusion of Innovation) in adopting Human Resource Analytics (HRA).</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>A new conceptual framework (research model) is developed based on previous research and coherent theoretical arguments. Its factors are classified using the Technology–Organization–Environment (TOE) framework. Research hypotheses are tested using primary data collected from 152 managers of Greek organizations. Empirical data are analyzed using the “Structural Equation Modelling” (SEM) technique.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>The technological and organizational context proved extremely important in enhancing Organizational Analytics Maturity (OAM) and HRA adoption, while the environmental context did not. Relative advantage and top management support were found to significantly impact the adoption of HRA, while Information Technology (IT) infrastructure, human resource capabilities and top management support are crucial for increasing OAM. Overall, the latter is the most important factor in enhancing HRA adoption.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>This study contributes to the limited published research on HRA adoption while at the same time it can be used as a guideline for future research. The novel findings offer insights into the factors impacting OAM and HRA adoption.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6000,"publicationDate":"2023-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation\",\"authors\":\"Despoina Ioakeimidou, Dimitrios Chatzoudes, Symeon Symeonidis, Prodromos Chatzoglou\",\"doi\":\"10.1108/ijm-10-2022-0496\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<h3>Purpose</h3>\\n<p>This study aims to develop and test an original conceptual framework that examines the role of various factors borrowed from three theories (i.e. Institutional Theory, Resource-Based View and Diffusion of Innovation) in adopting Human Resource Analytics (HRA).</p><!--/ Abstract__block -->\\n<h3>Design/methodology/approach</h3>\\n<p>A new conceptual framework (research model) is developed based on previous research and coherent theoretical arguments. Its factors are classified using the Technology–Organization–Environment (TOE) framework. Research hypotheses are tested using primary data collected from 152 managers of Greek organizations. Empirical data are analyzed using the “Structural Equation Modelling” (SEM) technique.</p><!--/ Abstract__block -->\\n<h3>Findings</h3>\\n<p>The technological and organizational context proved extremely important in enhancing Organizational Analytics Maturity (OAM) and HRA adoption, while the environmental context did not. Relative advantage and top management support were found to significantly impact the adoption of HRA, while Information Technology (IT) infrastructure, human resource capabilities and top management support are crucial for increasing OAM. Overall, the latter is the most important factor in enhancing HRA adoption.</p><!--/ Abstract__block -->\\n<h3>Originality/value</h3>\\n<p>This study contributes to the limited published research on HRA adoption while at the same time it can be used as a guideline for future research. The novel findings offer insights into the factors impacting OAM and HRA adoption.</p><!--/ Abstract__block -->\",\"PeriodicalId\":47915,\"journal\":{\"name\":\"International Journal of Manpower\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":4.6000,\"publicationDate\":\"2023-12-04\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"International Journal of Manpower\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://doi.org/10.1108/ijm-10-2022-0496\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"International Journal of Manpower","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/ijm-10-2022-0496","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0

摘要

本研究旨在发展并检验一个原始的概念框架,以考察从制度理论、资源基础观和创新扩散理论中借鉴的各种因素在采用人力资源分析(HRA)中的作用。设计/方法/方法一个新的概念框架(研究模型)是基于先前的研究和连贯的理论论据。使用技术-组织-环境(TOE)框架对其因素进行分类。研究假设使用从希腊组织的152名管理人员收集的原始数据进行检验。利用“结构方程建模”(SEM)技术对经验数据进行分析。技术和组织背景被证明在提高组织分析成熟度(OAM)和HRA采用方面极其重要,而环境背景则不然。研究发现,相对优势和高层管理人员的支持显著影响人力资源管理的采用,而信息技术(IT)基础设施、人力资源能力和高层管理人员的支持对提高OAM至关重要。总的来说,后者是促进人力资源管理法采用的最重要因素。原创性/价值本研究既弥补了已发表的有限的HRA采用研究的不足,又可为今后的研究提供指导。这些新发现为影响OAM和HRA采用的因素提供了见解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation

Purpose

This study aims to develop and test an original conceptual framework that examines the role of various factors borrowed from three theories (i.e. Institutional Theory, Resource-Based View and Diffusion of Innovation) in adopting Human Resource Analytics (HRA).

Design/methodology/approach

A new conceptual framework (research model) is developed based on previous research and coherent theoretical arguments. Its factors are classified using the Technology–Organization–Environment (TOE) framework. Research hypotheses are tested using primary data collected from 152 managers of Greek organizations. Empirical data are analyzed using the “Structural Equation Modelling” (SEM) technique.

Findings

The technological and organizational context proved extremely important in enhancing Organizational Analytics Maturity (OAM) and HRA adoption, while the environmental context did not. Relative advantage and top management support were found to significantly impact the adoption of HRA, while Information Technology (IT) infrastructure, human resource capabilities and top management support are crucial for increasing OAM. Overall, the latter is the most important factor in enhancing HRA adoption.

Originality/value

This study contributes to the limited published research on HRA adoption while at the same time it can be used as a guideline for future research. The novel findings offer insights into the factors impacting OAM and HRA adoption.

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
期刊最新文献
Intersectional analysis of the labour market impacts of COVID on women with young children and in low-skilled jobs Intellectual capital as a driver of value creation in Serbian entrepreneurial firms Tax incentives for jobs: bang for the buck or wasted resources? Employment discrimination against transgender women in England Impact of green self-managed teams on firm’s performance: a moderating serial mediation model from an emerging market
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1