(b = 0.511, p = 0.061) this change ensure the mediation of
the tested variable (Table 5).
To test the third proposition, organizations’ readiness to
implement HR analytics is used as mediator and in second
step, HR analytics is used as independent variable. Results
produced were changed from (b = 0.527, p = 0.025) to
(b = 0.511, p = 0.607). This value ensures the acceptance of
proposition three related with mediation.
5 Conclusion and Recommendations
Analysis revealed that the all three prepositions (Proposition
1: Human resource analytics is significantly contributing
toward organizational sustainability, Proposition 2: Organizations readiness to use HRA mediate relationship between
HR analytics and organizational sustainability, and
HR Analytics
Organizations’
Readiness to use
HRA
Human Capital
Organizational
Sustainability
Fig. 1 Theoretical framework
Table 1 Cronbach’s alpha value
OS
HRA
HC
ORHRA
Overall reliability
0.971
0.879
0.826
0.782
0.865
Table 2 Correlation matrix
OS
HRA
HC
ORHRA
1
Human resource analytics (HRA)
0.765
a
1
Human capital (HC)
0.871
a
0.921
a
1
Organizations’ readiness to use HR analytics (PRHRA)
0.709
a
0.896
a
0.683
1
a Correlation is significant at 0.05 level (1 tailed)
Table 3 Regression analysis
b
R
2
ΔR
2
Sig.
HRA
0.322
0.529
0.069
0.009
HC
0.426
0.624
0.107
0.004
ORHRA
0.337
0.561
0.071
0.011
Table 4 Mediation analysis:
human capital as mediator
b
R
2
ΔR
2
Sig.
Step I
HC
0.526
0.103
0.021
0.002
Step II
HRA
0.511
0.135
0.006
0.061
Table 5 Mediation analysis:
professionals readiness to use HR
analytics as mediator
b
R
2
ΔR
2
Sig.
Step I
ORHRA
0.527
0.111
0.050
0.025
Step II
HRA
0.511
0.096
0.033
0.607
106
T. M. Qureshi