How AI adoption in human resource management practices can enhance tourism employees' organizational commitment

Abstract

The advent of artificial intelligence (AI) technology is catalyzing significant transformations in employee work dynamics. However, there tend to be inconsistent findings regarding how and why organizational AI adoption in human resource management (HRM) practices can affect employees' commitment to their organizations. Drawing on the stereotype content model, this research furthers the comprehension of the interactions between servant leadership and AI adoption in HRM practices, which shape employees' organizational commitment through competence and warmth perceptions of their companies. The proposed model is tested using two independent studies: Study 1 - an experiment with the US tourism employees, and Study 2 - a cross-lagged three-wave field survey (multi-level and multi-source designs) and Study 3 - a time-lagged two-wave field survey with the Chinese leisure and hospitality employees. Results reveal that AI adoption in HRM practices will increase (decrease) employees' competence (warmth) perceptions of their companies, promoting (inhibiting) their organizational commitment, respectively. Meanwhile, servant leadership strengthens the competence pathway and buffers the warmth pathway. The research provides theoretical implications for AI management in the tourism and hospitality workplace and practical implications for enhancing tourism employees' organizational commitment.