The increasing use of digital technologies in organizational contexts, like collaborative social platforms, has not only changed the way people work but also provided organizations with new and wide ranges of data sources that could be analyzed to enhance organizational- and individual-level outcomes, especially when integrated with more traditional tools. In this study, we explore the relationship between data flows generated by employees on companies’ digital environments and employees’ attitudes measured through surveys. In a sample of 107 employees, we collected data on the number and types of actions performed on the company’s digital collaborative platform over a two-year period and the level of organizational embeddedness (fit, sacrifice, and links dimensions) through two rounds of surveys over the same period. The correlation of the quantity and quality of digital actions with the variation of organizational embeddedness over the same period shows that workers who engaged in more activities on the digital platform also experienced an increase in their level of organizational embeddedness mainly in the fit dimension. In addition, the higher the positive variation of fit, the more employees performed both active and passive digital actions. Finally, the higher the variation of organizational embeddedness, the more employees performed networking digital behaviors.

HR Analytics in the Digital Workplace: Exploring the Relationship between Attitudes and Tracked Work Behaviors / Fabbri, T; Scapolan, A; Bertolotti, F; Canali, C. - 23:(2019), pp. 161-175.

HR Analytics in the Digital Workplace: Exploring the Relationship between Attitudes and Tracked Work Behaviors

Fabbri T;Scapolan A;Bertolotti F;Canali C
2019-01-01

Abstract

The increasing use of digital technologies in organizational contexts, like collaborative social platforms, has not only changed the way people work but also provided organizations with new and wide ranges of data sources that could be analyzed to enhance organizational- and individual-level outcomes, especially when integrated with more traditional tools. In this study, we explore the relationship between data flows generated by employees on companies’ digital environments and employees’ attitudes measured through surveys. In a sample of 107 employees, we collected data on the number and types of actions performed on the company’s digital collaborative platform over a two-year period and the level of organizational embeddedness (fit, sacrifice, and links dimensions) through two rounds of surveys over the same period. The correlation of the quantity and quality of digital actions with the variation of organizational embeddedness over the same period shows that workers who engaged in more activities on the digital platform also experienced an increase in their level of organizational embeddedness mainly in the fit dimension. In addition, the higher the positive variation of fit, the more employees performed both active and passive digital actions. Finally, the higher the variation of organizational embeddedness, the more employees performed networking digital behaviors.
HRM 4.0 for Human-Centred Organizations
Bissola R.; Imperatori B.
978-1-78973-536-9
Emerald Publishing Limited
REGNO UNITO DI GRAN BRETAGNA
HR Analytics in the Digital Workplace: Exploring the Relationship between Attitudes and Tracked Work Behaviors / Fabbri, T; Scapolan, A; Bertolotti, F; Canali, C. - 23:(2019), pp. 161-175.
Fabbri, T; Scapolan, A; Bertolotti, F; Canali, C
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11380/1186576
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