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Artificial neural network in soft HR performance management: new insights from a large organizational dataset

  • Purpose This study investigates whether the artificial neural network approach, when used on a large organizational soft HR performance dataset, results in a better (R2/RMSE) model compared to the linear regression. With the use of predictive modelling, a more informed base for managerial decision making within soft HR performance management is offered. Design/methodology/approach The study builds on a dataset (n > 43 k) stemming from an annual employee MNC survey. It covers several soft HR performance drivers and outcomes (such as engagement, satisfaction and others) that either have evidence of a dual-role nature or non-linear relationships. This study applies the framework for artificial neural network analysis in organization research (Scarborough and Somers, 2006). Findings The analysis reveals a substantial artificial neural network model performance (R2 > 0.75) with an excellent fit statistic (nRMSE <0.10) and all drivers have the same relative importance (RMI [0.102; 0.125]). This predictive analysis revealed that the organization has to increase six of the drivers, keep two on the same level and decrease one. Originality/value Up to date, this study uses the largest dataset in soft HR performance management. Additionally, the predictive results reveal that specific target values lay below the current levels to achieve optimal performance.

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Metadaten
Author:Marc Roedenbeck, Petra Poljsak-Rosinski
URN:urn:nbn:de:kobv:526-opus4-18377
DOI (Version of Record):https://doi.org/10.1108/EBHRM-07-2022-0171
ISSN:2049-3991
Parent Title (English):Evidence-based HRM
Publisher:Emerald
Document Type:Article
Language:English
Year of Publication:2023
Publishing Institution:Technische Hochschule Wildau
Release Date:2023/12/14
Tag:artificial neural network; drivers; non-linearity; performance; prediction; soft HRM
Volume:11
Issue:3
First Page:519
Last Page:537
Source:Roedenbeck, M. and Poljsak-Rosinski, P. (2023), "Artificial neural network in soft HR performance management: new insights from a large organizational dataset", Evidence-based HRM, Vol. 11 No. 3, pp. 519-537. https://doi.org/10.1108/EBHRM-07-2022-0171
Faculties an central facilities:Fachbereich Wirtschaft, Informatik, Recht
Dewey Decimal Classification:0 Informatik, Informationswissenschaft, allgemeine Werke / 00 Informatik, Wissen, Systeme / 004 Datenverarbeitung; Informatik
6 Technik, Medizin, angewandte Wissenschaften / 65 Management, Öffentlichkeitsarbeit / 658 Allgemeines Management
Licence (German):Creative Commons - CC BY-NC - Namensnennung - Nicht kommerziell 4.0 International
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