Porcelain Publishing / JCHRM / Volume 16 / Issue 4 / DOI: 10.47297/wspchrmWSP2040-800502.20251604
ARTICLE

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

Feige YOU1 Daisy Mui Hung Kee1 Gary Peng Liang Tan2
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1 School of Management, Universiti Sains Malaysia, Penang, Malaysia
2 School of Business and Administration, Wawasan Open University, Penang, Malaysia
Submitted: 30 December 2024 | Revised: 24 May 2025 | Accepted: 26 May 2025 | Published: 18 July 2025
© 2025 by the Porcelain Publishing International Limited. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution 4.0 International License ( https://creativecommons.org/licenses/by/4.0/ )
Abstract

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.

Keywords
Growth mindset
Performance expectancy
Effort expectancy
Change management communication assessment
Human resource analytics adoption
China's New Energy Sector
China
Conflict of interest
The authors declare no conflict of interest.
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