Yes / This research highlights a contextual application for big data within a HR case study setting. This is achieved
through the development of a normative conceptual model that seeks to envelop employee behaviors and
attitudes in the context of organizational change readiness. This empirical application considers a data sample
from a large public sector organization and through applying Structural Equation Modelling (SEM) identifies
salary, job promotion, organizational loyalty and organizational identity influences on employee job satisfaction
(suggesting and mediating employee readiness for organizational change). However in considering this specific
context, the authors highlight how, where and why such a normative approach to employee factors may be
limited and thus, proposes through a framework which brings together big data principles, implementation
approaches and management commitment requirements can be applied and harnessed more effectively in
order to assess employee attitudes and behaviors as part of wider HR predictive analytics (HRPA) approaches.
The researchers conclude with a discussion on these research elements and a set of practical, conceptual and
management implications of the findings along with recommendations for future research in the area.
| Identifer | oai:union.ndltd.org:BRADFORD/oai:bradscholars.brad.ac.uk:10454/11324 |
| Date | 12 August 2016 |
| Creators | Shah, N., Irani, Zahir, Sharif, Amir M. |
| Source Sets | Bradford Scholars |
| Language | English |
| Detected Language | English |
| Type | Article, Accepted Manuscript |
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