ARTIFICIAL INTELLIGENCE–ENABLED HR ANALYTICS AND ORGANIZATIONAL AGILITY: THE MEDIATING ROLE OF WORKFORCE RESILIENCE IN PAKISTAN

Abstract

Artificial intelligence (AI)–enabled HR analytics has emerged as a critical enabler of digital transformation, reshaping how organizations manage human capital through predictive, data-driven decision-making. In parallel, organizational agility has become essential for sustaining competitiveness in volatile and uncertain environments, particularly in developing economies such as Pakistan. This study examines the relationship between AI-enabled HR analytics and organizational agility, with workforce resilience as a mediating variable. A quantitative, cross-sectional research design was employed, and data were collected from employees and HR professionals in selected organizations in Pakistan. Structural Equation Modeling (PLS-SEM) was used to test the hypothesized relationships and mediation effects. The findings indicate that AI-enabled HR analytics has a significant positive effect on organizational agility. Moreover, workforce resilience significantly mediates the relationship between AI-enabled HR analytics and organizational agility, suggesting that the effectiveness of AI-driven HR systems is enhanced when employees demonstrate high adaptability, psychological strength, and capacity to manage change. The results further confirm that organizations leveraging AI technologies in HR processes are more likely to develop resilient workforces, which in turn enhance their ability to respond quickly and effectively to environmental changes. The study contributes to Dynamic Capabilities Theory by integrating technological (AI-enabled HR analytics) and human (workforce resilience) dimensions in explaining organizational agility. Practically, it highlights the importance of combining AI adoption with employee resilience-building strategies to maximize organizational performance in digitally transforming environments.