Creativity

Machine learning

Sociology

Psychology

Organizational performance

Bridging (networking)

Mediation

Data science

Originality

Perceived organizational support

Computer network

Social science

Computer science

Knowledge management

Structural equation modeling

Social psychology

Analytics

Organizational commitment

Management Decision

Purpose Despite the growth and adoption of human resource (HR) analytics, it remains unknown whether HR analytics can impact organizational performance. As such, this study aims to address this important issue by understanding why, how and when HR analytics leads to increased organizational performance and uncover the mechanisms through which this increased performance occurs. Design/methodology/approach Using data collected from 155 Irish organizations, structural equation modeling was performed to test the chain mediation model linking HR technology, HR analytics, evidence-based management (EBM) and organizational performance. Findings The study's findings support the proposed chain model, suggesting that access to HR technology enables HR analytics which facilitates EBM, which in turn enhances organizational performance. Originality/value This research contributes significantly to the HR analytics and EBM literature. First, the study extends our understanding of why and how HR analytics leads to higher organizational performance. Second, the authors identify that access to HR technology enables and is an antecedent of HR analytics. Finally, empirical evidence is offered to support EBM and its impact on organizational performance.

Bridging the gap: why, how and when HR analytics can impact organizational performance