Digital transformation and human resources planning: the mediating role of innovation

Abstract

Purpose This study aims to examine the relationship between digital transformation (DigiTr), innovation and human resources planning (HRP) in hotels to investigate the impact of DigiTr on innovations and HRP and to test the mediating impact of innovation on the DigiTr-HRP relationship. Design/methodology/approach The authors used a quantitative research method in this study, specifically by conducting a hybrid face-to-face and online survey to collect data from 462 human resources (HR) managers, department managers and HR professionals at four- and five-star hotels in Turkey. The structured questionnaire assessed DigiTr, innovations in business models, services and processes and quantitative and qualitative changes in HR. The authors used covariance-based structural equation modeling to test the hypotheses. Findings DigiTr affected both innovations and HR planning in hotels, and also the effect of innovations on HR planning. In addition, DigiTr and innovations increased qualitative changes in HR planning but reduced quantitative changes. Finally, innovations mediated the relationship between DigiTr and HR planning. Practical implications These findings indicate that employers and employees need to be aware of developments in employment in the tourism industry, as these can significantly impact HR planning via DigiTr and innovations. Originality/value This study differs from the existing literature by providing empirical evidence to fill the knowledge gap regarding how DigiTr and innovation affect HR planning.

The role of digital technology and digital innovation towards firm performance in a digital economy

“…Turning to indirect paths, this study's findings show that DI is the significant factor that has developed the positive associations between DC, DO and DT and FP (Therefore, hypotheses H8, H9 and H10 are accepted). These findings are consistent with those of previous studies (Khin and Ho, 2020;Tsou and Chen, 2021;Pal et al, 2022;Zhao et al, 2022;Arias-P erez et al, 2022;Zahoor et al, 2022;Demir et al, 2023;Liu et al, 2023). As demonstrated by these findings, DI is a significant construct that supports mediation in developing substantial relationships.…”

“…Due to DT and innovations , HR planning has resulted in more qualitative improvements but fewer quantitative improvements. Innovations also mediated the relationship between DT and HR planning (Demir et al. , 2023).…”

Innovative Human Resource Management Strategies in the Era of Digital Transformation

“…In this context, it is important for organizations to consider the impact of information and communication technology on human resource management (HR) strategies. The use of digital tools to support working from home, such as online collaboration platforms, communication applications, and adequate technological infrastructure, is key to ensuring smooth work continuity and effective communication between distributed team members (Demir, 2023) (Kirilmaz , 2020).…”

Perception of the Necessity of Digital Innovations Application as an Element of Health Protection and Sustainable Hospitality Sector Future

“…Current studies on active resistance to innovation mainly focus on investigating the relationship between consumers' perceived barriers to using innovations and consumer resistance, such as refusal and postponement of use . Several authors have conducted research on consumer resistance to innovation and artificial int elligence, which have great practical and theoretical implications, especially in the context of hospitality (Huang et al, 2021;Demir et al, 2023). Previous research has sought to understand consumer responses to digital innovation applications in terms of attitudes (e.g.…”