Exploring Cultural Differences in AI-Based Interviews: Innovativeness and Justice Perceptions Among Job Applicants in the United States and South Korea

IF 9 2区 管理学 Q1 MANAGEMENT
Jiyoung Park, Yeseul Jung
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引用次数: 0

Abstract

Artificial intelligence (AI) technology is rapidly integrated into the recruiting process across cultures. However, the extent to which job applicants' responses to AI-based recruitment vary across cultures remains unexplored. To address this gap, we conducted a cross-cultural examination on job applicants' perceptions of justice and innovativeness of AI-based interviews, focusing on American and South Korean cultures. Using scenario experiments, we found that Americans generally perceived AI-based interviews as less fair than human-based interviews regarding job relatedness, chance to perform, and two-way communication. In contrast, Koreans showed little difference in justice perceptions between AI-based and human-based interviews, and they even perceived AI-based interviews as fairer in certain justice dimensions, such as the chance to perform. Both American and Korean participants regarded AI-based interviews as more innovative than human-based interviews. Additionally, we found that Americans' lower perceptions of justice, such as job relatedness and two-way communication, accounted for the negative impact of AI-based interviews on organizational attractiveness. However, Koreans' higher perceptions of the chance to perform and innovativeness led to higher organizational attractiveness in AI-based interviews compared to that in human-based interviews. Our findings underscore the pivotal role of culture in understanding job applicants' responses toward AI-based interviews. Based on these findings, we discuss implications, limitations, and future suggestions.

Abstract Image

探讨人工智能面试中的文化差异:美国和韩国求职者的创新和公正观念
人工智能(AI)技术正在迅速融入跨文化的招聘过程。然而,求职者对基于人工智能的招聘的反应在不同文化之间的差异程度仍未得到研究。为了解决这一差距,我们对求职者对基于人工智能的面试的公平性和创新性的看法进行了跨文化检查,重点是美国和韩国文化。通过场景实验,我们发现美国人普遍认为基于人工智能的面试在工作相关性、表现机会和双向沟通方面不如基于人类的面试公平。相比之下,韩国人在基于人工智能的面试和基于人类的面试之间的公平感几乎没有差异,他们甚至认为基于人工智能的面试在某些公平方面更公平,比如表演的机会。美国和韩国的受访者都认为人工智能面试比人类面试更具创新性。此外,我们发现美国人对工作相关性和双向沟通等公平感较低,这是人工智能面试对组织吸引力产生负面影响的原因。然而,与人类面试相比,韩国人对表现机会和创新能力的感知更高,这使得基于人工智能的面试更具组织吸引力。我们的研究结果强调了文化在理解求职者对基于人工智能的面试的反应方面的关键作用。基于这些发现,我们讨论了影响、限制和未来的建议。
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来源期刊
CiteScore
11.50
自引率
9.10%
发文量
0
期刊介绍: Covering the broad spectrum of contemporary human resource management, this journal provides academics and practicing managers with the latest concepts, tools, and information for effective problem solving and decision making in this field. Broad in scope, it explores issues of societal, organizational, and individual relevance. Journal articles discuss new theories, new techniques, case studies, models, and research trends of particular significance to practicing HR managers
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