Labor process theory explains that employers prefer technology and systems over employees for efficiency gains. However, the mechanisms explaining the influence of technology and systems on different work-related employee outcomes are still a question mark. The purpose of this study is to test a mediation mechanism explaining how workforce analytics influence the work fulfillment experience of employees through work volition.
This study collected dyadic data from 55 HR managers and 350 employees serving in 55 different subsidiaries of Multinational Corporations in Pakistan.
The statistical results demonstrate that workforce analytics negatively affect fulfillment at work. However, work volition may reduce the negative relationship between workforce analytics and fulfillment at work. This study also found a significant but negative relationship between work volition and fulfillment at work.
This study found that integrating the use of workforce analytics with the work volition of employees is critical for positive employee outcomes.
