How perceived lack of benevolence harms trust of artificial intelligence management.

IF 9.4 1区心理学 Q1 MANAGEMENT

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-05-30 DOI:10.1037/apl0001200

Mingyu Li, T Bradford Bitterly

引用次数: 0

Abstract

As organizations continue to supplement and replace human management with artificial intelligence (AI), it is essential that we understand the factors that influence employees' trust in AI management. Across one preregistered field study, where we survey 400 delivery riders in Mainland China, and three preregistered experiments (total N = 2,350), we find that AI management is perceived as less benevolent than human management. Given that benevolence is an important antecedent of trust in leaders, this perception has a negative effect on trust in AI management, even when controlling for perceived ability and integrity. Employees prefer human management to AI management in high empathy demand contexts, where individuals seek management that can empathize and experience the emotions that they are feeling, as opposed to low empathy demand contexts. These findings deepen our understanding of trust and provide important theoretical and practical insights on the implementation and adoption of AI management. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

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缺乏仁慈的感知如何损害对人工智能管理的信任。

随着企业不断用人工智能（AI）来补充和取代人力管理，我们有必要了解影响员工对人工智能管理信任度的因素。通过一项预先登记的实地研究（我们在中国大陆调查了400名外卖骑手）和三项预先登记的实验（总人数=2350人），我们发现人工智能管理被认为不如人力管理仁慈。鉴于 "仁慈 "是信任领导者的一个重要先决条件，即使控制了感知能力和诚信度，这种感知也会对人工智能管理的信任度产生负面影响。在移情需求较高的情况下，员工更倾向于人力管理，而不是人工智能管理；在移情需求较低的情况下，员工更倾向于寻求能够与自己产生共鸣并体验自己情绪的管理者。这些发现加深了我们对信任的理解，并为人工智能管理的实施和采用提供了重要的理论和实践启示。(PsycInfo Database Record (c) 2024 APA, 版权所有）。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Applied Psychology Multiple-

CiteScore

17.60

自引率

6.10%

发文量

175

期刊介绍： The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.