[论文解读] Employee Well-being in the Age of AI: Perceptions, Concerns, Behaviors, and Outcomes

Soheila Sadeghi|arXiv (Cornell University)|Dec 6, 2024

Technostress in Professional Settings被引用 6

一句话总结

本研究分析人力资源中的 AI 如何塑造员工的认知、福祉与留任，并强调透明度、沟通和技能提升在平衡利益与关切中的作用。

ABSTRACT

The growing integration of Artificial Intelligence (AI) into Human Resources (HR) processes has transformed the way organizations manage recruitment, performance evaluation, and employee engagement. While AI offers numerous advantages, such as improved efficiency, reduced bias, and hyper-personalization, it raises significant concerns about employee well-being, job security, fairness, and transparency. This study examines how AI shapes employee perceptions, job satisfaction, mental health, and retention. Key findings reveal that while AI can enhance efficiency and reduce bias, it also raises concerns about job security, fairness, and privacy. Transparency in AI systems emerges as a critical factor in fostering trust and positive employee attitudes. AI systems can both support and undermine employee well-being, depending on how they are implemented and perceived. The research introduces an AI-employee well-being Interaction Framework, illustrating how AI influences employee perceptions, behaviors, and outcomes. Organizational strategies, such as clear communication, upskilling programs, and employee involvement in AI implementation, are identified as crucial for mitigating negative impacts and enhancing positive outcomes. The study concludes that the successful integration of AI in HR requires a balanced approach that prioritizes employee well-being, facilitates human-AI collaboration, and ensures ethical and transparent AI practices alongside technological advancement.

研究动机与目标

• 促进对人力资源中的 AI 如何影响员工福祉及相关结果的理解。
• 识别受 AI 驱动的 HR 流程影响的关键认知、关切和行为。
• 提出一个 AI-employee well-being 交互框架，以映射 AI、态度和结果之间的关系。
• 提出组织层面的策略以减轻负面影响并提升积极的福祉结果。

提出的方法

• 对人力资源中 AI 集成的综述，以评估其对招聘、绩效评估和参与度的影响。
• 综合关于效率提升、偏见减少，以及对工作安全、公平与隐私的担忧的发现。
• 开发 AI-employee well-being Interaction Framework，阐明从 AI 到认知、行为和结果的路径。
• 提出实际的组织建议，如沟通、技能提升以及员工参与 AI 实施。

实验结果

研究问题

• RQ1 人力资源中的 AI 集成如何影响员工对工作安全感、公平性和隐私的认知？
• RQ2 AI 驱动的 HR 流程与工作满意度、心理健康和留任之间的关系是什么？
• RQ3 AI 系统的透明度在塑造信任和积极员工态度方面发挥着什么作用？
• RQ4 哪些组织策略能够缓解负面福祉影响并提升 AI 在 HR 中的积极结果？

主要发现

• AI 既能提升效率、减少偏见，也会引发对工作安全和隐私的担忧。
• AI 系统的透明度是建立信任和在工作场所对 AI 产生积极态度的关键因素。
• 员工福祉的结果取决于 AI 的实现方式及员工的感知。
• 清晰的沟通、技能提升计划以及让员工参与 AI 实施是关键的缓解策略。
• 本研究提出一个 AI–employee well-being Interaction Framework 以说明这些动态。