Untapped Potential and Country-of-Origin: Do Employee attitudes and HR Analytics Boost Career Growth with a COM-B model Application

Abstract

Unexploited creative employees’ potential and country of origin (COO) effects are vital for organizational performance. HR analytics has emerged as a critical tool in HRM, shifting the focus from intuition to data-driven decision-making based on the COO effect. This study examined the impact of determinants of employee attitudes towards HR Analytics (technological readiness, competitive pressure, organization preparedness) on organizational career growth and the level of HR analytics with COO effects in the service sector. This study investigates the mediational role of employee attitudes between antecedents, organizational career growth, and the level of HR analytics.  A survey (n=344) targeting HR managers of Pakistan's tourism and services industries was collected via a self-administered questionnaire. We applied PLS-SEM 3 software to analyze the collected data. Findings show that organizational preparedness, technological readiness, and competitive pressures are all directly and positively linked with both levels of HR analytics and organizational career growth. Also, employee attitudes toward HR analytics significantly mediate the proposed paths. This research contributes to understanding how HR analytics determinants, mediated by employee attitudes, foster organizational career growth and the level of HR analytics adoption. The results offer valuable insights for HR managers and top management to consider COO effects and workers' potential, emphasizing the importance of fostering positive attitudes towards HR analytics to maximize its impact on employee career development and adopting HR analytics.