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<p>Human Resources Analytics (HRA) has attracted increasing attention from scholars and practitioners. However, yet its organizational impact has rarely been examined through an integrated higher-order structural model linking HRA to both agility and performance simultaneously. In order to address this gap, this study explores how HRA directly influences organizational agility (OA) and organizational performance (OP), how OA affects OP, and whether OA mediates the relationship between HRA and OP. Higher-order measurement models were developed for both HRA and OA, and the hypothesized relationships were empirically tested through PLS-SEM using survey data from 154 organizations. The results reveal that HRA positively and significantly influences OA, that OA positively affects OP, and that HRA has a positive and significant impact on OP. Additionally, the indirect effect of HRA on OP, mediated by OA, is stronger than its direct effect. These findings suggest that HRA enhances the agile structure of an organization, which in turn contributes to improved total organizational performance.</p>

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Unlocking organizational performance through HR analytics: A dynamic capabilities perspective on the mediating role of agility

  • 期刊论文

  • 发表日期：

    2026年7月29日

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  • Muhammed Cagri Budak,
  • Ayberk Soyer

摘要

Human Resources Analytics (HRA) has attracted increasing attention from scholars and practitioners. However, yet its organizational impact has rarely been examined through an integrated higher-order structural model linking HRA to both agility and performance simultaneously. In order to address this gap, this study explores how HRA directly influences organizational agility (OA) and organizational performance (OP), how OA affects OP, and whether OA mediates the relationship between HRA and OP. Higher-order measurement models were developed for both HRA and OA, and the hypothesized relationships were empirically tested through PLS-SEM using survey data from 154 organizations. The results reveal that HRA positively and significantly influences OA, that OA positively affects OP, and that HRA has a positive and significant impact on OP. Additionally, the indirect effect of HRA on OP, mediated by OA, is stronger than its direct effect. These findings suggest that HRA enhances the agile structure of an organization, which in turn contributes to improved total organizational performance.