技术采用和人力资源管理实践:在孟加拉国使用人工智能进行招聘

IF 1.4 Q3 MANAGEMENT
Muhaiminul Islam, A. Mamun, Samina Afrin, G. M. A. Ali Quaosar, Md. Aftab Uddin
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引用次数: 1

摘要

人工智能(AI)现在被认为是开展业务活动不可或缺的,特别是在人力资源分析领域。然而,在实践中,在组织中采用这种现代算法的速度仍处于早期阶段。因此,本研究的主要目标是在南亚新兴国家孟加拉国的背景下,利用技术接受和使用统一理论(UTAUT)模型的视角,以及感知可信度和调节变量,确定在招聘中采用基于人工智能的技术的主要前提。数据从283名人力资源专业人士受雇于不同的制造和服务公司在孟加拉国通过问卷管理收集,这是通过应用PLS-SEM分析。研究结果表明,除了感知可信度的扩展变量外,所有直接假设的关系都是显著的。然而,在任何假设命题中都没有发现性别或公司规模的调节作用。最后,提出政策启示及对未来研究者的建议。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh
Artificial intelligence (AI) is now considered indispensable in undertaking operational activities, especially in the area of human resource analytics. However, in practice, the rate of the adoption of such modern algorithms in organisations is still in its early stages. Consequently, the primary objective of this study is to identify the main antecedents of the adoption of AI-based technologies in recruitment, using the lens of the unified theory of acceptance and use of technology (UTAUT) model, alongside perceived credibility and moderating variables, in the context of an emerging nation in South Asia, namely Bangladesh. Data were collected from 283 human resource professionals employed in different manufacturing and service firms in Bangladesh through the administration of a questionnaire, which was analysed by applying PLS-SEM. The outcomes of the study show that all the direct hypothesised relationships were found to be significant, apart from the extended variable of perceived credibility. However, no moderating effect of gender or firm size was found in any of the hypothesised propositions. Finally, policy implications and recommendations for future researchers are proposed.
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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