Proposition 3: Trained human capital mediates relationship
between HR analytics and organizational sustainability) are
accepted. Therefore, it is recommended for the organization
to focus more on implementing HR analytics and train
employees how to use this tool in order to attain the shortand long-term organizational sustainability.
References
Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart,
M. (2016). HR and analytics: Why HR is set to fail the big data
challenge. Human Resource Management Journal, 26(1), 1–11.
Bassi, L. (2011). Raging debates in HR analytics. People & Strategy,
34(2), 14–19.
Bersin, J. (2015). The geeks arrive in HR: People analytics is
here. Forbes (February 1, 2015. Web. May 10, 2016).
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating
strategic human capital and strategic human resource management.
The International Journal of Human Resource Management, 29(1),
34–67.
Davenport, T. H., Harris, J., & Morison, R. (2010). Analytics at work.
Boston, MA: Harvard Business School Publishing Corporation.
Fitz-Enz, J., & John Mattox, I. I. (2014). Predictive analytics for
human resources. New York: Wiley.
Guerci, M., Radaelli, G., Siletti, E., Cirella, S., & Shani, A. R. (2015).
The impact of human resource management practices and corporate
sustainability on organizational ethical climates: An employee
perspective. Journal of Business Ethics, 126(2), 325–342.
Huselid, M. A. (2015). Workforce analytics for strategy execution. The
Rise of HR: Wisdom from 73 Thought Leaders, 301–315.
Kramar, R. (2014). Beyond strategic human resource management: Is
sustainable human resource management the next approach? The
International Journal of Human Resource Management, 25(8),
1069–1089.
Minbaeva, D. B. (2018). Building credible human capital analytics for
organizational competitive advantage. Human Resource Management, 57(3), 701–713.
Nunnally, J. (1978). Psychometric methods. New York: McGraw-Hill.
Rogers, E. M. (2003). The diffusion of innovation (5th ed.).
Smeyers, L., & Delmotte, L. (2013). 4 recommendations for a better
insight into HR analytics.
Subramony, M. (2009). A meta-analytic investigation of the relationship between HRM bundles and firm performance. Human
Resource Management, 48(5), 745–768.
Van den Heuvel, S., & Bondarouk, T. (2017). The rise (and fall?) of
HR analytics: A study into the future application, value, structure,
and system support. Journal of Organizational Effectiveness:
People and Performance, 4(2), 157–178.
Vargas, R., Yurova, Y. V., Ruppel, C. P., Tworoger, L. C., &
Greenwood, R. (2018). Individual adoption of HR analytics: A fine
grained view of the early stages leading to adoption. The International Journal of Human Resource Management, 1–22.
Wolfe, R., Wright, P. M., & Smart, D. L. (2006). Radical HRM
innovation and competitive advantage: The Moneyball story.
Human Resource Management: Published in Cooperation with
the School of Business Administration, The University of Michigan
and in Alliance with the Society of Human Resources Management,
45(1), 111–145.
HR Analytics, Fad or Fashion for Organizational Sustainability
107
between HR analytics and organizational sustainability) are
accepted. Therefore, it is recommended for the organization
to focus more on implementing HR analytics and train
employees how to use this tool in order to attain the shortand long-term organizational sustainability.
References
Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart,
M. (2016). HR and analytics: Why HR is set to fail the big data
challenge. Human Resource Management Journal, 26(1), 1–11.
Bassi, L. (2011). Raging debates in HR analytics. People & Strategy,
34(2), 14–19.
Bersin, J. (2015). The geeks arrive in HR: People analytics is
here. Forbes (February 1, 2015. Web. May 10, 2016).
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating
strategic human capital and strategic human resource management.
The International Journal of Human Resource Management, 29(1),
34–67.
Davenport, T. H., Harris, J., & Morison, R. (2010). Analytics at work.
Boston, MA: Harvard Business School Publishing Corporation.
Fitz-Enz, J., & John Mattox, I. I. (2014). Predictive analytics for
human resources. New York: Wiley.
Guerci, M., Radaelli, G., Siletti, E., Cirella, S., & Shani, A. R. (2015).
The impact of human resource management practices and corporate
sustainability on organizational ethical climates: An employee
perspective. Journal of Business Ethics, 126(2), 325–342.
Huselid, M. A. (2015). Workforce analytics for strategy execution. The
Rise of HR: Wisdom from 73 Thought Leaders, 301–315.
Kramar, R. (2014). Beyond strategic human resource management: Is
sustainable human resource management the next approach? The
International Journal of Human Resource Management, 25(8),
1069–1089.
Minbaeva, D. B. (2018). Building credible human capital analytics for
organizational competitive advantage. Human Resource Management, 57(3), 701–713.
Nunnally, J. (1978). Psychometric methods. New York: McGraw-Hill.
Rogers, E. M. (2003). The diffusion of innovation (5th ed.).
Smeyers, L., & Delmotte, L. (2013). 4 recommendations for a better
insight into HR analytics.
Subramony, M. (2009). A meta-analytic investigation of the relationship between HRM bundles and firm performance. Human
Resource Management, 48(5), 745–768.
Van den Heuvel, S., & Bondarouk, T. (2017). The rise (and fall?) of
HR analytics: A study into the future application, value, structure,
and system support. Journal of Organizational Effectiveness:
People and Performance, 4(2), 157–178.
Vargas, R., Yurova, Y. V., Ruppel, C. P., Tworoger, L. C., &
Greenwood, R. (2018). Individual adoption of HR analytics: A fine
grained view of the early stages leading to adoption. The International Journal of Human Resource Management, 1–22.
Wolfe, R., Wright, P. M., & Smart, D. L. (2006). Radical HRM
innovation and competitive advantage: The Moneyball story.
Human Resource Management: Published in Cooperation with
the School of Business Administration, The University of Michigan
and in Alliance with the Society of Human Resources Management,
45(1), 111–145.
HR Analytics, Fad or Fashion for Organizational Sustainability
107