Graduation Year

2024

Document Type

Dissertation

Degree

D.B.A.

Degree Granting Department

School of Information Systems and Management

Major Professor

Kaushik Dutta, Ph.D.

Co-Major Professor

Hemant Merchant, Ph.D.

Committee Member

Jay Civitillo, D.B.A.

Committee Member

T. Grandon Gill, D.B.A.

Keywords

CHRO, Human Resources Professional Development, Strategic Propensity, Decision Making, Upper-Echelon Theory, Transformational Leaders

Abstract

Quantitative research within the Human Resources (HR) field is scarce, specifically for HR professionals. This study aimed to add to the body of HR professional research focusing on professional development of HR professionals to ascend to significant leadership roles and gain a seat at the company’s strategic decision-making table. This research tackled the moderating role of people analytics and business acumen to determine if they drove Human Resource Management (HRM) strategic propensity from transactional HR expertise and transformational leadership, with upper-echelon and strategic leadership theories providing the backdrop. To this end, a survey was deployed to obtain responses from a purposive sample of HR professionals with more than five years of experience across the United States. The survey was analyzed using descriptive, correlational, and regression statistics to examine the hypotheses describing the relationship between people analytics, business acumen, and strategic propensity.Correlational statistics revealed a strong and statistically significant relationship between people analytics and business acumen with strategic propensity. The data revealed that significant predictors of HRM strategic propensity were gender and working for non-governmental organizations. Additionally, the research found support for the foundational relationship of transactional HR expertise and transformational leadership with HRM strategic propensity. Furthermore, the research identified some support for the moderation of people analytics and business on HRM strategic propensity. Finally, this study provided purposeful research to foster a strategic HR professional workforce and offer practical next steps toward that achievement.

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