HR Analytics and Organizational Performance in Pakistani Banks: The Mediating Role of Decision Bias Mitigation and Moderating Effect of Managerial Experience

Abstract

To explore the difference of HR analytics, technology use and organizational culture on performance of Pakistani banks mediated by DBM and moderated by managerial experience. The digital transformation and the competition make HR decisions biased. HR analytics performance value is not very evident in banking. 479 managers and HR professionals were cross-sectionally surveyed by using stratified sampling. To test mediation and moderation, SPSS/AMOS, SEM, and Hayes PROCESS bootstrapping (5,000 samples) were used to analyze the data.Technology adoption and organization culture, as well as HR analytics, played a significant role in upgrading performance. DBM mediated the entire relationships, and managerial experience added value to DBM-performance relation. The model had an explanation of 67% performance. Banks need to integrate analytics, technology, and culture and bias-reduction practices. Current research will use longitudinal and cross-country data.