Human Resource Analytics Adoption Among Employees in China's New Energy Sector: The Moderating Role of Change Management Communication Assessment

This research examines the ways China new energy employee mindset and expectancy can enhance human resource analytics adoption (HRAA) based on technology acceptance model (TAM). It also explores the extent of employee change management communication assessment (CMCA) perceptions as moderators in this relationship. Hypotheses are tested in an empirical study involving 656 new energy sector employees using partial least square structural equation modeling technique. The findings confirm the direct effect of growth mindset (GM), employee performance expectancy (PE), and effort expectancy (EE) on HRAA. Furthermore, change management communication assessment (CMCA) perceptions significantly moderated the relationships between GM and HRAA. However, CMCA perceptions did not significantly moderate the relationship between PE, EE and HRAA. These results underscore the importance of individual characteristics and organizational support in facilitating HRAA within this rapidly growing industry. This study contributes to technology adoption literature by extending TAM with individual mindset and organizational CMCA perceptions within a specific industrial context to explain HRAA.