Role of Data Security Concerns in HR Analytics Applications Usage: Examining the Mediating and Moderating Mechanisms

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SCIENCE ARTICLE

Role of Data Security Concerns in HR Analytics Applications Usage: Examining the Mediating and Moderating Mechanisms

Muhammad Qaiser Shafi ¹

,

Mahwish Parveen ¹

,

Rao Aamir Ali Khan ¹

1

Department of Management Sciences, COMSATS University Islamabad, Pakistan

These authors had equal contribution to this work

Submission date: 2025-07-26

Final revision date: 2025-10-03

Acceptance date: 2025-11-15

Online publication date: 2026-01-09

Publication date: 2026-01-01

Corresponding author

Muhammad Qaiser Shafi

Department of Management Sciences, COMSATS University Islamabad, SN-781 A-4-11 near utility store Dhoke kala khan S, 86, Pakistan

Management 2025;(2):401-428

DOI: https://doi.org/10.58691/man/214273

References (106)

KEYWORDS

HR analytics applications

digital transparency clarity

privacy calculus theory

JEL CLASSIFICATION CODES

M1

TOPICS

Human resources management

ABSTRACT

Research background and purpose:
Digital technologies have transformed the business, including changes in Human Resources practices. As data-driven and evidence-based decision-making takes place, integrating HR analytics becomes essential for improving performance and strategic HR management. The dark side of HR analytics is yet to be explored. The dark side means the potential negative uses and ethical problematic consequences of analytics applications in HRM. This research aims to investigate the effect of data security concerns on Human Resource Analytics applications usage through the theoretical lens of Privacy Calculus Theory. Furthermore, to investigate the mediating role of perceived risk between data security concerns and HRA. This research aims to examine the moderating role of digital transparency clarity between perceived risk and HRA applications usage. The theoretical model of data security under the dark side of HR analytics that may impact HRA usage is grounded in the literature’s suggestions for future research.

Design/methodology/approach:
Using a purposive sampling technique, the data were gathered from 223 HR professionals working in Pakistan’s Telecom industry. The SmartPLS V4 was used to analyze the gathered data.

Findings:
The results indicated that data security concerns adversely impact HRA applications' usage, such as HRA usage decrease with higher security concerns. The findings of the study confirm that perceived risk is a significant negative factor that influences the usage of HRA. Findings also indicate that data security concerns positively impact perceived risk. The results reflected that perceived risk bridges the data security and HRA relationship. Furthermore, digital transparency clarity weakens the perceived risk-HRA applications usage relationship. Besides this, the direct impact of demographic factors appeared not to have influenced the HRA.

Value added and limitations:
This study contributes to the body of knowledge by providing mediating and moderating mechanisms regarding HRA in HRM. Practically, it focuses on the requirements of vigorous data governance, ethical usage of HR analytics applications, and transparent policies that will lead to increased HRA usage. The organizations need to set up clear guidelines in the form of an ethical charter that outlines the “Dos” and “Don’ts” of data access in the HRA context The limitations, future directions, and managerial implications of the study have also been discussed.

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