HR Analytics for Strategic Decisions: Resolving Conflicts from a Psychological Perspective
DOI:
https://doi.org/10.54536/ajhrpa.v1i1.6929Keywords:
Conflict Resolution, Emotional Intelligence (EI), HR Analytics, Leadership Psychology, Strategic Decision MakingAbstract
This research explores how workplace conflicts can be resolved and how strategic decisions can be made by integrating HR analytics, emotional intelligence (EI), and leadership psychology. This study shows that combining HR analytics with psychological concepts significantly improves workforce management, team cohesion, and organizational performance in the workplace. This helps organizations manage challenges effectively. It also fosters a culture of understanding and collaboration. Data were collected through questionnaires and interviews from 150 professionals, team members, and stakeholders across various industries. The research model was statistically reliable when the data were analyzed using SmartPLS 4 to analyze data from 150 respondents, confirming the validity of the model (loadings >0.7, AVE >0.5, Cronbach's α >0.7, HTMT <0.9, R² = 0.42-0.537). The results suggest that effective conflict resolution directly enhances organizational performance, strong leadership enhances team cohesion, and high emotional intelligence improves conflict resolution ability, with explanatory power ranging from R2 = 0.42 to 0.537. In addition, HR analytics plays a critical role in identifying conflicts at an early stage, intervening on time, and making strategic decisions. The study concluded that combining HR analytics with emotional intelligence and leadership psychology can transform organizations from reactive to proactive conflict management and increase employee engagement and collaboration. These strategies ultimately contribute to the success of the organization.
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