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Gonzalez MF, Liu W, Shirase L, Tomczak DL, Lobbe CE, Justenhoven R, Martin NR. Allying with AI? Reactions toward human-based, AI/ML-based, and augmented hiring processes. COMPUTERS IN HUMAN BEHAVIOR 2022. [DOI: 10.1016/j.chb.2022.107179] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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Holtrop D, Oostrom JK, van Breda WRJ, Koutsoumpis A, de Vries RE. Exploring the application of a text-to-personality technique in job interviews. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2051484] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Djurre Holtrop
- Tilburg University, Department of Social Psychology, Simon Building, Tilburg, The Netherlands
- Curtin University, The Future of Work Institute, Faculty of Business and Law, Australia
| | - Janneke K. Oostrom
- School of Business & Economics, Department of Management & Organisation, Vrije Universiteit Amsterdam, The Netherlands
| | - Ward R. J van Breda
- NeedForward Research, The Netherlands
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
| | - Antonis Koutsoumpis
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
| | - Reinout E. de Vries
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
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Köchling A, Wehner MC, Warkocz J. Can I show my skills? Affective responses to artificial intelligence in the recruitment process. REVIEW OF MANAGERIAL SCIENCE 2022. [DOI: 10.1007/s11846-021-00514-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
AbstractCompanies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.
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Repelled at first sight? Expectations and intentions of job-seekers reading about AI selection in job advertisements. COMPUTERS IN HUMAN BEHAVIOR 2021. [DOI: 10.1016/j.chb.2021.106931] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
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Langer M, Landers RN. The future of artificial intelligence at work: A review on effects of decision automation and augmentation on workers targeted by algorithms and third-party observers. COMPUTERS IN HUMAN BEHAVIOR 2021. [DOI: 10.1016/j.chb.2021.106878] [Citation(s) in RCA: 15] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/30/2023]
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Noble SM, Foster LL, Craig SB. The procedural and interpersonal justice of automated application and resume screening. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12320] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/30/2022]
Affiliation(s)
- Sean M. Noble
- Department of Psychology North Carolina State University Raleigh NC USA
| | - Lori L. Foster
- Department of Psychology North Carolina State University Raleigh NC USA
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