How does AI-enabled HR analytics influence employee resilience: job crafting as a mediator and HRM system strength as a moderator
Abstract
Purpose
Based on the JD-R model and process-focused HRM perspective, this research paper aims to investigate the processes underlying the relationship between AI-enabled HR analytics and employee well-being outcomes (resilience) that received less attention in the AI-driven HRM literature. Specifically, this study aims to examine the indirect effect between AI-enabled HR analytics and employee resilience via job crafting, moderated by HRM system strength to highlight the contextual stimulus of AI-enabled HR analytics.
Design/methodology/approach
The authors adopted a time-lagged research design (one-month interval) to test the proposed hypotheses. The authors used two-wave surveys to collect data from 175 full-time hotel employees in China.
Findings
The findings indicated that employees' perceptions of AI-enabled HR analytics enhance their resilience. This study also found the mediation role of job crafting in the mentioned relationship. Moreover, the positive effects of AI-enabled HR analytics on employee resilience amplify in the presence of a strong HRM system.
Practical implications
Organizations that aim to utilize AI-enabled HR analytics to achieve organizational missions should also dedicate attention to its associated employee well-being outcomes.
Originality/value
This study enriched the literature with regard to AI-driven HRM in that it identifies the mediating role of job crafting and the moderating role of HRM system strength in the relationship between AI-enabled HR analytics and employee resilience.
Keywords
Acknowledgements
This work was funded in China partly by National Natural Science Foundation of China (grant 72102033); Fundamental Research Funds for the Central Universities of China (grant N2206012); Economic and Social Development Research Project of Liaoning Province (grant 2024lslqnkt-017). The first two authors contributed equally to this paper.
Greg J. Bamber is a Visiting Professor, Newcastle University Business School, UK, and Nottingham Business School, UK, and an Associate Fellow, Digital Futures at Work Research Centre (Digit) which is led by Sussex University/Leeds University, and funded by the Economic and Social Research Council, UK.
The authors are grateful to this journal's guest editors and reviewers.
Citation
Xiao, Q., Yan, J. and Bamber, G.J. (2023), "How does AI-enabled HR analytics influence employee resilience: job crafting as a mediator and HRM system strength as a moderator", Personnel Review, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/PR-03-2023-0198
Publisher
:Emerald Publishing Limited
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