ARTIFICIAL INTELLIGENCE–DRIVEN HR ANALYTICS AND ORGANIZATIONAL AGILITY: THE MEDIATING ROLE OF WORKFORCE RESILIENCE

Abstract

The rapid integration of Artificial Intelligence (AI) into human resource management has transformed traditional HR functions into data-driven, predictive, and strategically oriented systems. This study examined the impact of AI-driven HR analytics on organizational agility, with a specific focus on the mediating role of workforce resilience. Grounded in Dynamic Capability Theory, the study adopted a quantitative, cross-sectional research design, and data were collected from employees and managerial staff using a structured questionnaire. Structural equation modeling and bootstrapping techniques were applied to test the hypothesized relationships and mediation effects. The findings revealed that AI-driven HR analytics has a significant positive effect on organizational agility. Additionally, AI-driven HR analytics significantly enhances workforce resilience, which in turn positively influences organizational agility. The results further confirmed that workforce resilience partially mediates the relationship between AI-driven HR analytics and organizational agility, indicating that AI improves agility both directly and indirectly through strengthening employees’ adaptive capacity. These findings highlight that technological capability alone is insufficient unless supported by psychologically resilient human capital. The study contributes to the literature by integrating AI-enabled HR systems with behavioral mechanisms under a unified framework, extending Dynamic Capability Theory through the inclusion of workforce resilience as a mediating construct. Practically, the study emphasizes the need for organizations to balance technological adoption with employee resilience-building strategies to fully realize the benefits of AI-driven transformation.