发布求助
文献互助 智能选刊 最新文献

Organizational Dynamics最新文献

筛选
英文 中文
Ethical considerations of generative AI-enabled human resource management 人工智能生成式人力资源管理的伦理考量
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-02-01 DOI: 10.1016/j.orgdyn.2024.101032
Pierre Andrieux, Richard D. Johnson, Jalal Sarabadani, Craig Van Slyke
{"title":"Ethical considerations of generative AI-enabled human resource management","authors":"Pierre Andrieux, Richard D. Johnson, Jalal Sarabadani, Craig Van Slyke","doi":"10.1016/j.orgdyn.2024.101032","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2024.101032","url":null,"abstract":"","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139821231","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Will artificial intelligence radically change human resource management processes? 人工智能会从根本上改变人力资源管理流程吗？
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-02-01 DOI: 10.1016/j.orgdyn.2024.101034
D. Stone, Kimberly M. Lukaszewski, Richard D. Johnson
{"title":"Will artificial intelligence radically change human resource management processes?","authors":"D. Stone, Kimberly M. Lukaszewski, Richard D. Johnson","doi":"10.1016/j.orgdyn.2024.101034","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2024.101034","url":null,"abstract":"","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139817956","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Will the use of AI in human resources create a digital Frankenstein? 人工智能在人力资源领域的应用会不会造就一个 "数字科学怪人"？
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-02-01 DOI: 10.1016/j.orgdyn.2024.101033
Kimberly M. Lukaszewski, D. Stone
{"title":"Will the use of AI in human resources create a digital Frankenstein?","authors":"Kimberly M. Lukaszewski, D. Stone","doi":"10.1016/j.orgdyn.2024.101033","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2024.101033","url":null,"abstract":"","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139886522","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Guidelines for the use of electronic performance monitoring 电子绩效监测使用指南
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-01-09 DOI: 10.1016/j.orgdyn.2023.101026
Mauren S. Wolff, Daniel M. Ravid, Tara S. Behrend
{"title":"Guidelines for the use of electronic performance monitoring","authors":"Mauren S. Wolff, Daniel M. Ravid, Tara S. Behrend","doi":"10.1016/j.orgdyn.2023.101026","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2023.101026","url":null,"abstract":"Abstract not available","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139421803","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Essential elements in evidence-based interventions to improve employee mindfulness 以证据为基础的干预措施的基本要素，以提高员工的思想觉悟
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-01-04 DOI: 10.1016/j.orgdyn.2023.101025
Grace Lemmon, Goran Kuljanin, Kevin P. Taylor
{"title":"Essential elements in evidence-based interventions to improve employee mindfulness","authors":"Grace Lemmon, Goran Kuljanin, Kevin P. Taylor","doi":"10.1016/j.orgdyn.2023.101025","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2023.101025","url":null,"abstract":"<p>The use of mindfulness skill promises a bevy of positive outcomes at work, increasing organizational interest in designing interventions for boosting it. To create these interventions, organizations need more information on key elements that support mindfulness and deeper understanding about how each element mechanizes deployment of mindfulness skill. This manuscript addresses these needs. We articulate how the micro mindfulness skills of self-awareness, self-regulation, and self-transcendence (identified as the “S-ART framework” by neuropsychologists) emerge and combine to create a state of mindfulness. We then provide an example to demonstrate how including each of these elements in a mindfulness intervention provides employees with a stepwise self-management technique for better interacting with distressing or uncomfortable cognition. In all, we demonstrate how mindfulness interventions that incorporate self-awareness, self-regulation, and self-transcendence create a more robust state of mindfulness.</p>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139373293","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Artificial intelligence and performance management 人工智能和绩效管理
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-01-01 DOI: 10.1016/j.orgdyn.2024.101037
Arup Varma , Vijay Pereira , Parth Patel
{"title":"Artificial intelligence and performance management","authors":"Arup Varma ,&nbsp;Vijay Pereira ,&nbsp;Parth Patel","doi":"10.1016/j.orgdyn.2024.101037","DOIUrl":"10.1016/j.orgdyn.2024.101037","url":null,"abstract":"<div><p>Artificial Intelligence (AI) enabled tools have increasingly becoming popular in our societies and are increasingly being used by students and practitioners, among others. Within corporations, numerous different applications have been identified where AI-enabled tools have been applied with different levels of success. In this article, we explore the pros and cons of using AI in performance management (PM). We draw upon the practitioner literature to summarize the current status of AI and AI-enabled tools. We also interviewed 8 HR professionals from around the world to learn about their experience(s) with the tools and to gain an insight into the future. In doing so, we explore the various components of performance management systems (PMS) and discuss how each might be impacted by the use of AI. Finally, we discuss the pros and cons of such usage and make recommendations for organizations that are considering using AI or AI enabled tools in their PMSs.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139817781","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Artificial intelligence, algorithms, and compensation strategy: Challenges and opportunities 人工智能、算法和薪酬战略：挑战与机遇
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-01-01 DOI: 10.1016/j.orgdyn.2024.101039
Janet H. Marler
{"title":"Artificial intelligence, algorithms, and compensation strategy: Challenges and opportunities","authors":"Janet H. Marler","doi":"10.1016/j.orgdyn.2024.101039","DOIUrl":"10.1016/j.orgdyn.2024.101039","url":null,"abstract":"<div><p>Compensation strategy plays a crucial role in attracting, motivating, and retaining strategic human capital. Amping up the advantages of being strategic about compensation are advances in technology such as cloud computing and storage along with digitized big data that make the sheer amount of information available and analyzed electronically, a huge competitive opportunity. The good news is these advances have unleashed a tsunami of technology solutions that promise to solve all compensation challenges. In this paper, I synthesize and summarize the literature on artificial intelligence and compensation management and describe four key challenges that companies face in using AI to manage compensation strategically. The first challenge is when and how to use AI to automate and augment compensation tasks and decisions. The second challenge is how to use AI effectively to improve fairness and equity in compensation practices. The third challenge is explaining how AI recommended changes in compensation practices are derived. The fourth challenge is how to actually be strategic using AI solutions. In describing these four challenges, I identify issues, opportunities, gaps, and current limitations of existing AI applications in supporting the strategic management of compensation in organizations.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139956646","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Will artificial intelligence radically change human resource management processes? 人工智能会从根本上改变人力资源管理流程吗？
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-01-01 DOI: 10.1016/j.orgdyn.2024.101034
Dianna L. Stone , Kimberly M. Lukaszewski , Richard D. Johnson
{"title":"Will artificial intelligence radically change human resource management processes?","authors":"Dianna L. Stone ,&nbsp;Kimberly M. Lukaszewski ,&nbsp;Richard D. Johnson","doi":"10.1016/j.orgdyn.2024.101034","DOIUrl":"10.1016/j.orgdyn.2024.101034","url":null,"abstract":"<div><p>Today artificial intelligence (AI) is being employed to streamline and transform many business processes including those in human resource management (HR). AI has and will continue to revolutionize the way that organizations attract talented applicants, hire qualified employees, train workers, manage their performance, and develop compensation and reward systems. Many analysts believe AI will help organizations gain a competitive edge in attracting, motivating, and retaining talented employees. These new AI systems have several key benefits including reduced transaction times, decreased costs, improved employee service, and streamlined administrative processes (e.g., screening applications). Despite the growing use of AI in organizations, many managers have indicated that they do not fully understand how AI will transform HR practices. Thus, the primary purpose of this article is to highlight how AI will help organizations modify HR processes and practices so that they can meet their HR goals.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139877755","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Ethical considerations of generative AI-enabled human resource management 人工智能生成式人力资源管理的伦理考量
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-01-01 DOI: 10.1016/j.orgdyn.2024.101032
Pierre Andrieux , Richard D. Johnson , Jalal Sarabadani , Craig Van Slyke
{"title":"Ethical considerations of generative AI-enabled human resource management","authors":"Pierre Andrieux ,&nbsp;Richard D. Johnson ,&nbsp;Jalal Sarabadani ,&nbsp;Craig Van Slyke","doi":"10.1016/j.orgdyn.2024.101032","DOIUrl":"10.1016/j.orgdyn.2024.101032","url":null,"abstract":"<div><p>This paper examines critical ethical considerations linked to making human resources management (HRM) decisions based on the potential capabilities (affordances) offered by generative artificial intelligence (GAI). We first provide a broad overview of the <em>status quo</em> surrounding the use of GAI in the HRM context. Then, we introduce the concept of “affordance” and explain how it provides a useful perspective for human resource (HR) managers to use when evaluating potential benefits and/or harm resulting from the implementation of a potential GAI-based capability to support HRM processes decisions. We discuss concrete examples of how GAI HRM affordances could be implemented in different HRM functions and the ethical questions that arise from their use. Finally, we present an ethics-based framework, the Two-Rule Method, along with ethics-specific recommendations to guide HR managers through the complex issues that arise because of the use of GAI-enabled HR tools.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139881070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Impact of machine learning on personnel selection 机器学习对人员甄选的影响
IF 2 4区 管理学
Organizational Dynamics Pub Date : 2024-01-01 DOI: 10.1016/j.orgdyn.2024.101035
Emily D. Campion , Michael A. Campion
{"title":"Impact of machine learning on personnel selection","authors":"Emily D. Campion ,&nbsp;Michael A. Campion","doi":"10.1016/j.orgdyn.2024.101035","DOIUrl":"10.1016/j.orgdyn.2024.101035","url":null,"abstract":"<div><p>The purpose of this article is to describe the impact of artificial intelligence (AI), and specifically Machine Learning (ML) and Natural Language Processing<span> (NLP), on personnel selection<span> in terms of potential uses, challenges for practice, and recommendations based on the most recent advances in the science. We argue that ML will likely have as big of an influence on hiring procedures as the equal employment laws did in the 1960s, 1970s, and 1980s. We start by describing why personnel selection is an obvious application of ML, followed by a brief definition of the types of ML and key terms. In the first section, we describe the most common currently known uses of ML in personnel selection, along with a brief summary of the scientific evidence supporting the uses and potential pros and cons. In the second section, we describe the challenges and issues managers will face in using ML in selection and provide some preliminary advice as to how to address them. Challenges include the influence on adverse impact against diversity subgroups of candidates, explainability of the algorithms, validation and legal defensibility, new emerging state laws governing AI, the potential use of AI tools by candidates, likely future developments, and whether to make or buy should organizations decide to pursue ML for selection. We end with a set of recommendations for managers, concluding that the choice is probably when, rather than if, to adopt ML in personnel selection.</span></span></p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":2.0,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139815776","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
首页 上一页 下一页 尾页
0
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整，为了账户安全，请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
请完成安全验证×
相关产品
×
本文献相关产品
联系我们：info@booksci.cn Book学术提供免费学术资源搜索服务，方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号：481959085
Book学术官方微信