Singh Antarpreet, Pandey Jatin
Organizational Behaviour and Human Resource Management Area, Indian Institute of Management Indore, Indore, India.
Human Resource Area, FORE School of Management, New Delhi, India.
Front Psychol. 2024 Jan 24;14:1339782. doi: 10.3389/fpsyg.2023.1339782. eCollection 2023.
Artificial intelligence (AI) has disrupted modern workplaces like never before and has induced digital workstyles. These technological advancements are generating significant interest among HR leaders to embrace AI in human resource management (HRM). Researchers and practitioners are keen to investigate the adoption of AI in HRM and the resultant human-machine collaboration. This study investigates HRM specific factors that enable and inhibit the adoption of AI in extended HR ecosystems and adopts a qualitative case research design with an abductive approach. It studies three well-known Indian companies at different stages of AI adoption in HR functions. This research investigates key enablers such as optimistic and collaborative employees, strong digital leadership, reliable HR data, specialized HR partners, and well-rounded AI ethics. The study also examines barriers to adoption: the inability to have a timely pulse check of employees' emotions, ineffective collaboration of HR employees with digital experts as well as external HR partners, and not embracing AI ethics. This study contributes to the theory by providing a model for AI adoption and proposes additions to the unified theory of acceptance and use of technology in the context of AI adoption in HR ecosystems. The study also contributes to the best-in-class industry HR practices and digital policy formulation to reimagine workplaces, promote harmonious human-AI collaboration, and make workplaces future-ready in the wake of massive digital disruptions.
人工智能（AI）以前所未有的方式颠覆了现代工作场所，并催生了数字化工作方式。这些技术进步引发了人力资源领导者对在人力资源管理（HRM）中采用人工智能的浓厚兴趣。研究人员和从业者热衷于研究人工智能在人力资源管理中的应用以及由此产生的人机协作。本研究调查了在扩展的人力资源生态系统中促进和阻碍人工智能应用的人力资源管理特定因素，并采用具有溯因方法的定性案例研究设计。它研究了三家在人力资源职能中处于人工智能应用不同阶段的知名印度公司。本研究调查了关键的推动因素，如积极协作的员工、强大的数字领导力、可靠的人力资源数据、专业的人力资源合作伙伴以及全面的人工智能伦理。该研究还考察了应用的障碍：无法及时了解员工情绪、人力资源员工与数字专家以及外部人力资源合作伙伴的协作效率低下，以及不接受人工智能伦理。本研究通过提供一个人工智能应用模型为理论做出了贡献，并在人力资源生态系统中人工智能应用的背景下对技术接受与使用统一理论提出了补充。该研究还为一流的行业人力资源实践和数字政策制定做出了贡献，以重新构想工作场所、促进和谐的人机协作，并在大规模数字干扰之后使工作场所具备未来适应性。
