Factor pattern of the HRAMIS
| Item | F1 | F2 | F3 | CFA | M | SD |
|---|---|---|---|---|---|---|
| I13 In my organization, HR analytics helps achieve strategic goals and maintain competitive advantage | 0.75 | 0.77 | 3.46 | 1.23 | ||
| I16 In my organization, HR analytics processes are conducted transparently in accordance with ethical principles | 0.73 | 3.60 | 1.21 | |||
| I17 In my organization, HR analytics is used to improve employee experience | 0.70 | 3.59 | 1.24 | |||
| I18 In my organization, the values, expectations, and concerns of all stakeholders who will be affected by HR analytics initiatives are taken into consideration | 0.69 | 3.45 | 1.17 | |||
| I11 In my organization, the leader responsible for HR analytics processes ensures the development of HR capabilities | 0.65 | 0.73 | 3.44 | 1.26 | ||
| I10 My organization allocates the necessary resources for HR analytics | 0.65 | 3.42 | 1.17 | |||
| I8 My organization has an HR analytics governance program that defines all mechanisms, processes, and procedures related to the management of HR analytics function's structure, objectives, activities, products, and risks | 0.64 | 0.84 | 4.32 | 1.07 | ||
| I12 In my organization, senior management supports HR analytics projects | 0.64 | 3.52 | 1.16 | |||
| I9 In my organization, the culture values data and analytics; data-driven decision making is part of this culture | 0.64 | 0.80 | 3.52 | 1.10 | ||
| I15 In my organization, employees who carry out HR analytics tasks possess the necessary knowledge, skills, and abilities for HR analytics | 0.63 | 0.74 | 3.51 | 1.08 | ||
| I14 In my organization, there are defined roles and job descriptions for HR analytics | 0.60 | 3.45 | 1.20 | |||
| I22 In my organization, autonomous analytics tools are used for HR analytics | 0.87 | 2.38 | 1.39 | |||
| I21 In my organization, prescriptive analytics tools are used for HR analytics | 0.86 | 0.74 | 2.36 | 1.37 | ||
| I26 In my organization, appropriate analytical techniques are used through HR analytics for “the majority of the decision-making process to be carried out in an automated manner without human interaction” (autonomous HR analytics) | 0.79 | 2.85 | 1.37 | |||
| I20 In my organization, predictive analytics tools are used for HR analytics | 0.65 | 0.84 | 2.64 | 1.34 | ||
| I25 In my organization, appropriate analytical techniques are used to answer the question “What should be done about what will happen?” through HR analytics (prescriptive HR analytics) | 0.62 | 0.75 | 3.10 | 1.33 | ||
| I23 In my organization, appropriate analytical techniques are used to answer the question “What happened in the past?” through HR analytics (descriptive HR analytics) | 0.61 | 3.08 | 1.36 | |||
| I24 In my organization, appropriate analytical techniques are used to answer the question “What will happen?” through HR analytics (predictive HR analytics) | 0.59 | 0.74 | 3.05 | 1.37 | ||
| I4 In my organization, the quality of data used for HR analytics activities is high | 0.82 | 0.84 | 3.44 | 1.13 | ||
| I5 In my organization, all data needed for HR analytics activities is easily accessible | 0.67 | 3.52 | 1.28 | |||
| I2 In my organization, unstructured data are used for HR analytics activities | 0.67 | 0.86 | 3.27 | 1.21 | ||
| I3 In my organization, integrated data from different sources is used for HR analytics activities | 0.63 | 0.83 | 3.39 | 1.18 | ||
| I7 My organization has a data governance program that defines processes, practices, roles, and responsibilities for managing data assets | 0.58 | 0.83 | 3.47 | 1.28 | ||
| Eigen Values | 12.78 | 2.03 | 1.02 | |||
| Variance Explained | 28.03% | 22.53% | 18.28% | |||
| Total Variance Explained | 68.84% | |||||
| Cronbach's alpha (α) | 0.94 | 0.91 | 0.90 | |||
| Cronbach's alpha (α) Total Scale | 0.96 | |||||
| Item | F1 | F2 | F3 | CFA | M | SD |
|---|---|---|---|---|---|---|
| 3.46 | 1.23 | |||||
| I16 In my organization, HR analytics processes are conducted transparently in accordance with ethical principles | 3.60 | 1.21 | ||||
| I17 In my organization, HR analytics is used to improve employee experience | 3.59 | 1.24 | ||||
| I18 In my organization, the values, expectations, and concerns of all stakeholders who will be affected by HR analytics initiatives are taken into consideration | 3.45 | 1.17 | ||||
| 3.44 | 1.26 | |||||
| I10 My organization allocates the necessary resources for HR analytics | 3.42 | 1.17 | ||||
| 4.32 | 1.07 | |||||
| I12 In my organization, senior management supports HR analytics projects | 3.52 | 1.16 | ||||
| 3.52 | 1.10 | |||||
| 3.51 | 1.08 | |||||
| I14 In my organization, there are defined roles and job descriptions for HR analytics | 3.45 | 1.20 | ||||
| I22 In my organization, autonomous analytics tools are used for HR analytics | 2.38 | 1.39 | ||||
| 2.36 | 1.37 | |||||
| I26 In my organization, appropriate analytical techniques are used through HR analytics for “the majority of the decision-making process to be carried out in an automated manner without human interaction” (autonomous HR analytics) | 2.85 | 1.37 | ||||
| 2.64 | 1.34 | |||||
| 3.10 | 1.33 | |||||
| I23 In my organization, appropriate analytical techniques are used to answer the question “What happened in the past?” through HR analytics (descriptive HR analytics) | 3.08 | 1.36 | ||||
| 3.05 | 1.37 | |||||
| 3.44 | 1.13 | |||||
| I5 In my organization, all data needed for HR analytics activities is easily accessible | 3.52 | 1.28 | ||||
| 3.27 | 1.21 | |||||
| 3.39 | 1.18 | |||||
| 3.47 | 1.28 | |||||
| 12.78 | 2.03 | 1.02 | ||||
| 28.03% | 22.53% | 18.28% | ||||
| 68.84% | ||||||
| 0.94 | 0.91 | 0.90 | ||||
| 0.96 | ||||||
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