Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 4

Figure 1: Conceptual Framework i. Research Hypotheses H1 = There is a positive significant relationship amid HRIS and HC. H2 = There is a positive significant relationship amid HC and O.P. H3 = There is a positive significant relationship amid HRIS and O.P. H4 = HR Analytics moderates the relationshipamid HRIS perception and O.P. IV. F indings and R esults a) Descriptive Statistics The research questionnaire was administered to seven hundred forty (740) respondents, 525 questionnaires representing 70.9% were returned, and 53 questionnaires representing 7.2% were incomplete or ineligible or refusals and 215 (29%) were not reached. There were 472 acceptable responses, a response rate 63.8%, which is highly adequate for the nature of this research. The summary of analysis of the response rate in Table1. Table 1: Analysis of Response Rate Questionnaire Respondents Percentage (%) Number of Distributed Questionnaires 740 100% Unreachable Questionnaires 215 29% None Accepted Questionnaires 53 7.2% Accepted Questionnaires 472 63.8% Table 2 shows the CR of HRIS System and Information = 0.870, HRIS PEOU and Usefulness =0.869, HRIS Satisfaction=0.812, HRIS Success =0.878, O.P =0.936, Leadership and Motivation =0.891, Qualifications =0.864, Satisfaction and Creativity =0.821 and HR Performance Analytics =0.751). So it clearly identified that in measurement model all construct have good reliability. Measurement items have standardized loading estimates of 0.5 or higher (ranging from 0.662 to 0.884 at the alpha level of 0.05, indicating the convergent validity of the measurement model. Discriminant validity Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics 61 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals