Introducing and Testing the Creepiness of Situation Scale (CRoSS)

A longitudinal study on artificial intelligence adoption: understanding the drivers of ChatGPT usage behavior change in higher education

As the field of artificial intelligence (AI) continues to progress, the use of AI-powered chatbots, such as ChatGPT, in higher education settings has gained significant attention. This paper addresses a well-defined problem pertaining to the critical need for a comprehensive examination of students' ChatGPT adoption in higher education. To examine such adoption, it is imperative to focus on measuring actual user behavior. While measuring students' ChatGPT usage behavior at a specific point in time can be valuable, a more holistic approach is necessary to understand the temporal dynamics of AI adoption. To address this need, a longitudinal survey was conducted, examining how students' ChatGPT usage behavior changes over time among students, and unveiling the drivers of such behavior change. The empirical examination of 222 Dutch higher education students revealed a significant decline in students' ChatGPT usage behavior over an 8 month period. This period was defined by two distinct data collection phases: the initial phase (T1) and a follow-up phase conducted 8 months later (T2). Furthermore, the results demonstrate that changes in trust, emotional creepiness, and Perceived Behavioral Control significantly predicted the observed change in usage behavior. The findings of this research carry significant academic and managerial implications, as they advance our comprehension of the temporal aspects of AI adoption in higher education. The findings also provide actionable guidance for AI developers and educational institutions seeking to optimize student engagement with AI technologies.

From Freud to Android: Constructing a Scale of Uncanny Feelings

The uncanny valley is a topic for engineers, animators, and psychologists, yet uncanny emotions are without a clear definition. Across three studies, we developed an 8-item measure of unnerved feelings, finding that it was discriminable from other affective experiences. In Study 1, we conducted an exploratory factor analysis that yielded two factors; an unnerved factor, which connects to emotional reactions to the uncanny, and a disoriented factor, which connects to mental state changes more distally following uncanny experiences. Focusing on the unnerved measure, Study 2 tests the scale's convergent and discriminant validity, concluding that participants who watched an uncanny video were more unnerved than those who watched a disgusting, fearful, or a neutral video. In Study 3, we determined that our scale detects unnerved feelings created during early 2020 by the coronavirus pandemic; a distinct source of uncanniness. These studies contribute to the psychological and interdisciplinary understanding of this strange, eerie phenomenon of being confronted with what looms just beyond our understanding.

People versus machines: introducing the HIRE framework

The use of Artificial Intelligence (AI) in the recruitment process is becoming a more common method for organisations to hire new employees. Despite this, there is little consensus on whether AI should have widespread use in the hiring process, and in which contexts. In order to bring more clarity to research findings, we propose the HIRE (Human, (Artificial) Intelligence, Recruitment, Evaluation) framework with the primary aim of evaluating studies which investigate how Artificial Intelligence can be integrated into the recruitment process with respect to gauging whether AI is an adequate, better, or worse substitute for human recruiters. We illustrate the simplicity of this framework by conducting a systematic literature review on the empirical studies assessing AI in the recruitment process, with 22 final papers included. The review shows that AI is equal to or better than human recruiters when it comes to efficiency and performance. We also find that AI is mostly better than humans in improving diversity. Finally, we demonstrate that there is a perception among candidates and recruiters that AI is worse than humans. Overall, we conclude based on the evidence, that AI is equal to or better to humans when utilised in the hiring process, however, humans hold a belief of their own superiority. Our aim is that future authors adopt the HIRE framework when conducting research in this area to allow for easier comparability, and ideally place the HIRE framework outcome of AI being better, equal, worse, or unclear in the abstract.

A Meta-analysis of the Uncanny Valley's Independent and Dependent Variables

The uncanny valley (UV) effect is a negative affective reaction to human-looking artificial entities. It hinders comfortable, trust-based interactions with android robots and virtual characters. Despite extensive research, a consensus has not formed on its theoretical basis or methodologies. We conducted a meta-analysis to assess operationalizations of human likeness (independent variable) and the UV effect (dependent variable). Of 468 studies, 72 met the inclusion criteria. These studies employed 10 different stimulus creation techniques, 39 affect measures, and 14 indirect measures. Based on 247 effect sizes, a three-level meta-analysis model revealed the UV effect had a large effect size, Hedges’ g = 1.01 [0.80, 1.22]. A mixed-effects meta-regression model with creation technique as the moderator variable revealed face distortion produced the largest effect size, g = 1.46 [0.69, 2.24], followed by distinct entities, g = 1.20 [1.02, 1.38], realism render, g = 0.99 [0.62, 1.36], and morphing, g = 0.94 [0.64, 1.24]. Affective indices producing the largest effects were threatening, likable, aesthetics, familiarity , and eeriness , and indirect measures were dislike frequency, categorization reaction time, like frequency, avoidance , and viewing duration . This meta-analysis—the first on the UV effect—provides a methodological foundation and design principles for future research.

Can I show my skills? Affective responses to artificial intelligence in the recruitment process

Companies 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.