Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors

Hastuti, Rina; Timming, Andrew R.

doi:10.1108/pr-05-2021-0343

Cited by 9 publications

(13 citation statements)

References 94 publications

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“…HR analytics is a powerful tool to predict employee at in various stages of their careers (Khan and Tang, 2017). The pandemic period witnessed increasing support of HR analytics towards mental health support, as the pandemic raised issues related to employment uncertainty and negative thoughts (Hastuti and Timming, 2023;Cooke and Xu, 2023). Moreover, supportive technologies that do not elicit concerns related to identity threat and stigma associated with mental health concerns, also ensure a comfortable environment for the employees (Brouwers et al, 2020;Xing et al, 2021).…”

Section: Hr Analytics and Organisational Mental Health Supportmentioning

confidence: 99%

“…The use of technological and analytical support for addressing mental health concerns gained significant acceptance during the pandemic (Figueroa and Aguilera, 2020). Organisations also started relying on analytics to predict and find solutions for mental health issues (Hastuti and Timming, 2023). Studies have shown that technology facilities in the mental health domain effectively support the mental well-being of users (Anttila et al, 2021;Grov e, 2021).…”

Section: Hr Analytics and Mental Well-beingmentioning

confidence: 99%

“…While recent research in HR analytics has predominantly focused on organisational success and job-related outcomes like job performance (Mayo, 2018;Greasley and Thomas, 2020), few studies have explored its potential contributions to employee mental well-being. Given the rising concerns regarding mental health among employees, ranging from psychological distress to suicidal ideation (Lathabhavan et al, 2021;Hastuti and Timming, 2023), the present study investigates the possible ways in which HR analytics can be used to enhance the mental health of employees.…”

Section: Introductionmentioning

confidence: 99%

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Mental well-being through HR analytics: investigating an employee supportive framework

Lathabhavan

2023

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PurposeOrganisations are increasingly adopting and adapting to technological advancements to stay relevant in the era of intense competition. Simultaneously, employee mental well-being has become a prominent global concern affecting people across various demographics. With this in mind, the present study explores the influence of human resource (HR) analytics, mental health organisational evidence-based management (OEBM) and organisational mental health support on the mental well-being of employees. Additionally, the study examines the moderating effects of manager and peer support on the association between organisational mental health support and the mental well-being of employees.Design/methodology/approachData were collected from 418 employees in India and structural equation modelling was performed to analyse the data.FindingsThe study found significant positive associations between HR analytics with mental health OEBM, organisational mental health support and mental well-being. Mental health OEBM was also found to be positively related to organisational mental health support and mental well-being. The moderating roles of manager and team support were also found to be significant in the associations between organisational mental health support and well-being.Originality/valueThe study showed that HR analytics is a valuable source of mental health data. This data can facilitate the development of evidence-based management (EBM) strategies to promote the mental well-being of employees.

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Section: Hr Analytics and Organisational Mental Health Supportmentioning

confidence: 99%

Section: Hr Analytics and Mental Well-beingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Mental well-being through HR analytics: investigating an employee supportive framework

Lathabhavan

2023

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“…This trend is seen in the human resources (HR) field and has given rise to the emergence of people analytics , a field that leverages data to generate valuable insights, enabling better decision-making, enhancing the employee experience, and improving overall organizational performance (Brock, 2017; Gal et al, 2020; Hastuti & Timming, in press; McCartney & Fu, 2022). Reflecting this trend, academic output on people analytics has increased rapidly, with human resource management (HRM) journals such as HRM and Journal of Organizational Effectiveness: People and Performance publishing special issues on various forms of people analytics, including workforce analytics and human capital analytics.…”

Section: Introductionmentioning

confidence: 99%

Integrative Literature Review on People Analytics and Implications From the Perspective of Human Resource Development

Lee,

Lee

2023

Human Resource Development Review

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Although people analytics is a fast-emerging field with importance to HRD, HRD researchers still lack a comprehensive understanding of it. This study examines the current body of knowledge in people analytics through the lens of human resource (HR) development by performing an integrative literature review of 91 articles. This study identifies five categories of knowledge: (1) definitions and boundaries of terms, (2) building blocks of people analytics in organizations, (3) types of analytics, (4) ethical issues related to people analytics, and (5) applications of people analytics to the HRD field. This study makes theoretical and practical contributions to the field of HR development by exploring the current state of people analytics and people analytics’ application to HR development practice. It also enhances scholars’ understanding of people analytics within HR development boundaries and provides insights for future research. Finally, this study provides practical guidance for HR development practitioners seeking to leverage people analytics in their work.

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“…Current human resource (HR) interventions such as mental health training and Employee Assistance programs (EAP) are insufficient to solve these issues. Hence, there is a need for the HR function to take a proactive stance in helping organizations address this issue (Hastuti and Timming, 2023).…”

mentioning

confidence: 99%

Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations

Dutta,

Mishra

2023

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PurposeThe importance of mental wellbeing and the need for organizations to address it is increasing in the post-pandemic context. Although Artificial Intelligence (AI) is increasingly being adopted in HRM functions, its adoption and utility for enabling mental wellbeing is limited. Building on the Open System Theory (OST) and adopting the technology-in-practice lens, the authors examined the roles of human and technology agencies in enabling mental wellbeing.Design/methodology/approachThe study was conducted in two stages; in Stage 1, the authors adopted a case methodology approach to examine the feasibility of a technology company's offerings to assess mental wellbeing. In Stage 2, the authors followed the grounded theory approach and interviewed 22 key stakeholders and HR leaders of diverse organizations. The authors used Gioia's approach to analyze the data.FindingsThe study demonstrates the interdependence and inseparability of human activity, technological capability and structured context. Specifically, the authors observe that AI adoption is pushing the boundaries of how organizations could support employees' mental health and wellbeing. These technological advancements and adoption are likely to facilitate the evolution of agentic practices, routines and structures.Research limitations/implicationsThis study carries two important implications. While the advent of cutting-edge technologies appears to affect employees' mental wellbeing, the study findings indicate the assistive role of technology in supporting mental wellbeing and facilitating changes in organizational practices. Second, the ontology of technology-in-practice shows how human–machine agencies gain newer relevance from the interactions that unite them. Specifically, per OST, technology (from an external context) can potentially change how mental wellbeing practices in organizations are managed. The authors extend the existing literature by suggesting that both human agents and internal contexts effectively limit the potential of technology agents to change existing structures significantly.Originality/valueThe authors address the need for more research on the technology-management interface, and the boundaries of technology-enabled wellbeing at work. While AI-HRM scholarship has primarily relied on micro-level psychological theories to examine impact and outcomes, the authors borrow from the macro-level theories, such as the OST and the technology-in-practice to explain how AI is shifting the boundaries of human and machine agencies for enabling mental wellbeing.

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Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors

Cited by 9 publications

References 94 publications

Mental well-being through HR analytics: investigating an employee supportive framework

Mental well-being through HR analytics: investigating an employee supportive framework

Integrative Literature Review on People Analytics and Implications From the Perspective of Human Resource Development

Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations

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