Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 4
As shown in Table 11; all proposed hypotheses were supported in this study, and as a result of this research; the offered hypotheses were proved. V. R esearch C ontribution and O riginality The contribution of this study was through using H.C to mediate the relation between HRIS and O.P, in presence of HR Performance Analytics to influence the strength of Relation between them, and to apply this Frame work in specific private sector in Egypt which is Telecommunications. Although previous research papers have shown that HRIS is an important factor influencing Organizational Performance and outcomes, this is one of the few studies that investigate the interrelationships between HRIS adoption, H.C, and HR Analytics effect on O.P. Furthermore, it is the first to test the model on the Telecommunications Sector in Egypt. This study extends previous research to provide a more complete image of factors that influence O.P. This study tests empirically the relationship between HRIS and O.P in the Egyptian Telecommunications Private Sector Organization and provides support for H.C and HR Analytics. This study adds to the existing literature of HRIS antecedents and outcomes in a developing Performance of Egyptian Telecom Private Sectors Organizations. Investigations into the relationship between HRIS and Organizational performance have become progressively common. However, empirical studies that measure the impact of HRIS perception which being liable on business strategies that fit in both content and role of H.C on organizational performance are still infrequent. Moreover, this research brings clarity over the conceptualization of HR analytics by offering a comprehensive definition. Additionally, it facilitates business and HR Managers in making informed decisions on adopting and implementing HR Analytics as well. VI. C onclusion HRIS are considered as one of the most important elements that affect the activities of HR departments in organizations. This is supported by the main hypothesis of this study of having a relationship amid HRIS and O.P. Consequently, it was found that all dimensions that represent HRIS have a relationship with HC and O.P in same time. It was found that HRIS has relationship with O.P in presence of mediating role of H.C and moderating role of HR Performance Analytics. The objective of the study was to find out the adoptions, advantages and challenges in the implementation of HRIS in the Egyptian Private Sector Telecom Organizations. This study discovered the different dimensions of HRIS to find out how HRIS is used as compared with the previous studies which are conducted in different countries. In addition to the descriptive analysis applied in order to understand better the characteristics of the sample, statistical tests of SEM were used to examine the relation amid the independent variable HRIS and dependent variable O.P through the mediator variable HCin presence of moderating variable (HR Analytics). Furthermore, the main dimensions that directly and indirectly affect organizational performance have been derived. Accordingly, the research framework of the organizational performance in the Egyptian private telecom industry has been developed. The research shows that there isa positive significant relationship exists amid HRIS and HC. Thus, the following hypothesis of the research is accepted: H1: There is a positive significant relationship amid HRIS and H.C. There is also a positive significant relationship exists amid HC and O.P. Thus, the following hypothesis of the research is accepted: H2: There is a positive significant relationship amid HC and O.P. In addition to, according to results; researcher found that the hypothesis H3: There is a positive significant relationship amid HRIS and O.P is accepted. Finally, the findings accepted the hypothesis H4: HR Analytics moderates the relationship amid HRIS perception and O.P. All proposed hypotheses were supported in this study, as a result of this research; the offered hypotheses were proved. This study affords managers with practical support to the practice of planning and employing an effective HRIS in its four dimensions as a mechanism to improve organizational performance. Decision Makers and Managers should apply their HRIS adoption and applications more understandable, authentic, applicable, influential, usable and reliable to increase their HR practices effectiveness. VII. R esearch L imitations Research limitations recommend how the findings may be important for practice, theory, and subsequent research. They are basically the conclusions that the study draws from results and to explain how the findings may be important for practice, or theory. The findings of the study help in developing and executing HRIS in similar types of organizations. Using a questionnaire at a single point in time; the data were collected and thus, without allowing dynamic causal inferences. Future Researchers can Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics 67 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals
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