Exploring Technology Acceptance and Planned Behaviour by the Adoption of Predictive HR Analytics During Recruitment

Peisl, Thomas; Edlmann, Raphael

doi:10.1007/978-3-030-56441-4_13

Cited by 5 publications

(2 citation statements)

References 25 publications

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“…Regarding the first category, Fernandez and Gallardo-Gallardo (2021) and Gaur and Riaz (2019) theoretically examined the factors influencing HRA adoption, mainly focusing on IT infrastructure, data-related issues and top management attitude. Peisl and Edlmann (2020) investigated the factors related to the acceptance and use of Predictive HRA and concluded that the attitude of executives is the most significant one. Meanwhile, Singh and Malhotra (2020) and Baakeel (2020) found that the technological background of the organization is the main factor that impacts implementation of innovations in the HRD.…”

Section: Literature Review and Theoretical Backgroundmentioning

confidence: 99%

HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation

Ioakeimidou,

Chatzoudes,

Symeonidis

et al. 2023

IJM

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PurposeThis 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/approachA 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.FindingsThe 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/valueThis 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.

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Section: Literature Review and Theoretical Backgroundmentioning

confidence: 99%

HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation

Ioakeimidou,

Chatzoudes,

Symeonidis

et al. 2023

IJM

View full text Add to dashboard Cite

show abstract

“…Hence, they could predict the adherence of candidates to job opportunities before hiring them. Other papers (Peisl & Edlmann, 2020) and (Mohapatra & Sahu, 2017) focused more on showing frameworks to obtain more efficiency in the recruitment process as a whole and showed a descriptive analysis.…”

Section: Recruitment and Selectionmentioning

confidence: 99%

Analytical Approaches in Human Resources – a Systematic Review

Soares

Alcazar

Ludeña

2022

JISTEM

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Surveys related to analytics in the area of human resources (HR) have increased in the last 10 years. They usually suggest frameworks, tools, and concepts. Although there is much useful information, there is still a lack of materials consolidating real case studies or quantitative experiments with HR data. This systematic review analyzes 42 papers with analytical experiments in terms of three different segments of HR: recruitment, talent management, and turnover. The goal is to offer an updated perspective of what is being applied in HR regarding the problems that can be solved with data analysis, the most used techniques, and what could be explored to promote more scientific research on data-oriented projects in HR. Some of the results include talent management as the segment with the most related papers and the use of companies' internal data as predominant in the studies.

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Innovation Agents – Moving from Process Driven to Human Centred Intelligence Driven Approaches

Peisl¹,

Hyland

Messnarz³

et al. 2021

Communications in Computer and Information Science

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Exploring Technology Acceptance and Planned Behaviour by the Adoption of Predictive HR Analytics During Recruitment

Cited by 5 publications

References 25 publications

HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation

HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation

Analytical Approaches in Human Resources – a Systematic Review

Innovation Agents – Moving from Process Driven to Human Centred Intelligence Driven Approaches

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