The influence of trust on attitude of employees towards HR Analytics in organisations

Barrière, J.M. (2016) The influence of trust on attitude of employees towards HR Analytics in organisations.

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Abstract:As business leaders increasingly recognize the importance of the ability to access and analyse the right information to support employee-related business decisions, and that the right talent is crucial in enhancing business strategies and competitive advantage, market demand for HR Analytics is on the rise, yielding an array of consequences. Among the consequences, companies need to access routine- and non-routine data from their employees to obtain the most informed analytics insights, requiring active participation of employees, which may not always be easy since they may be unwilling to share personal data. This paper highlights the need to encourage employee participation in HR Analytics, which derives greater value from employee survey efforts and contributes to competitive advantage. Consequently, this paper attempts to illustrate the circumstances in which a positive employee attitude towards HR Analytics can be obtained. As attitude originates from trust, this research considers trust in management (as specific individuals) and trust in the organisation (as en entity) as playing a central role in determining the overall level of employee-trust and thereby relevant in guiding attitudes. Distinguishing between three levels of trust; calculus-, knowledge- and identification-based trust, and three dimensions of attitude; affective-, behavioural- and cognitive attitude, the relationship between trust in management- and organisation, and attitude towards HR Analytics, is investigated. This paper finds significant evidence that although the relationship between trust in management and attitude towards HR Analytics is non-existent, attitude towards HR Analytics is rising chiefly at higher levels of trust in the organisation. Due to the relatively small pool of respondents and restricted research time frame, this paper offers a starting- point at suggesting that trust in an organisation, as an entity, is the most accurate indicator of attitude towards HR Analytics.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/70805
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