<abstract xmlns="http://www.w3.org/1999/xhtml">

<bold>Background and Purpose</bold>: To scale up HR innovation with HR technology, organizations worldwide are putting effort into adopting HR Analytics (HRA) among HR professionals and the actual use of HRA for organizational decision-making. This study aims to explore the behavioral intention to use HRA from the perspective of HR professionals by using UTAUT.
<bold>Methodology</bold>: Partial least squares structural equation modeling (PLS-SEM) was employed to validate the model based on data collected via a survey from 270 HR professionals in India.
<bold>Results:</bold> The result revealed a significant positive impact of performance expectancy, effort expectancy, social influence, and facilitating condition on behavioral intention to use HRA. However, organization culture negatively moderates the relationship between HRA adoption intention and adoption behavior. The establishment of organizational culture as a moderator in Indian organizations is unique.
<bold>Conclusion:</bold> The study extends the explanatory context of UTAUT and provides feasibility for the organizations to guide HR professionals to adopt HRA from multiple paths of intention and usage behavior. Managers, business leaders, and policymakers can use this finding to assist HRA adoption in their organizations.
</abstract>

Background and Purpose: To scale up HR innovation with HR technology, organizations worldwide are putting effort into adopting HR Analytics (HRA) among HR professionals and the actual use of HRA for organizational decision-making. This study aims to explore the behavioral intention to use HRA from the perspective of HR professionals by using UTAUT.
Methodology: Partial least squares structural equation modeling (PLS-SEM) was employed to validate the model based on data collected via a survey from 270 HR professionals in India.
Results: The result revealed a significant positive impact of performance expectancy, effort expectancy, social influence, and facilitating condition on behavioral intention to use HRA. However, organization culture negatively moderates the relationship between HRA adoption intention and adoption behavior. The establishment of organizational culture as a moderator in Indian organizations is unique.
Conclusion: The study extends the explanatory context of UTAUT and provides feasibility for the organizations to guide HR professionals to adopt HRA from multiple paths of intention and usage behavior. Managers, business leaders, and policymakers can use this finding to assist HRA adoption in their organizations.

Predicting HR Professionals’ Adoption of HR Analytics: An Extension of UTAUT Model

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This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Background and Purpose: To scale up HR innovation with HR technology, organizations worldwide are putting effort into adopting HR Analytics (HRA) among HR...

Predicting HR Professionals’ Adoption of HR Analytics: An Extension of UTAUT Model

Published Online: Mar 08, 2022

Page range: 77 - 93

Received: Oct 20, 2021

Accepted: Feb 07, 2022

DOI: https://doi.org/10.2478/orga-2022-0006

Keywords
Human resource analytics, Adoption intention, Adoption behaviour, Organization culture, UTAUT

© 2022 Susmita Ekka et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Predicting HR Professionals’ Adoption of HR Analytics: An Extension of UTAUT Model

Published Online: Mar 08, 2022

Page range: 77 - 93

Received: Oct 20, 2021

Accepted: Feb 07, 2022

DOI: https://doi.org/10.2478/orga-2022-0006

KeywordsHuman resource analytics, Adoption intention, Adoption behaviour, Organization culture, UTAUT

© 2022 Susmita Ekka et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Keywords
Human resource analytics, Adoption intention, Adoption behaviour, Organization culture, UTAUT