桥过了头:人工智能对求职面试评估的信号效应

IF 2.6 4区 管理学 Q3 MANAGEMENT
Agata Mirowska, Jbid Arsenyan
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引用次数: 0

摘要

将人工智能(AI)应用于工作面试评估,虽然是一个潜在的高创新信号,但可能会暗示组织方面的人员导向不佳。本研究利用实验方法来调查人工智能评估(AIE)是被求职者解释为积极(高创新性)还是消极(低以人为本)的信号,以及随之而来的对组织态度的影响是否取决于实施该技术的组织类型。结果表明,AIE被更强烈地解释为一个组织如何对待员工的信号,而不是它有多创新。此外,当涉及到选择过程中的技术进步时,将人类从选择过程中移除似乎是“过远的桥梁”。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews

A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews

Deploying Artificial Intelligence (AI) for job interview evaluations, while a potential signal of high innovativeness, may risk suggesting poor people orientation on the part of the organisation. This study utilizes an experimental methodology to investigate whether AI evaluation (AIE) is interpreted as a positive (high innovativeness) or negative (low people orientation) signal by the job applicant, and whether the ensuing effects on attitudes towards the organisation depend on the type of organization implementing the technology. Results indicate that AIE is interpreted more strongly as a signal of how the organisation treats people rather than of how innovative it is. Additionally, removing humans from the selection process appears to be a ‘bridge too far’, when it comes to technological advances in the selection process.

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来源期刊
CiteScore
4.10
自引率
31.80%
发文量
46
期刊介绍: The International Journal of Selection and Assessment publishes original articles related to all aspects of personnel selection, staffing, and assessment in organizations. Using an effective combination of academic research with professional-led best practice, IJSA aims to develop new knowledge and understanding in these important areas of work psychology and contemporary workforce management.
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