Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Technological advances are revolutionizing the world of work, and their integration into the workplace is on the rise. Artificial intelligence (AI) is a prime example, as 61% of organizations use it within their operations (Oswald & Khaleeli, 2020). However, this new integration into HR processes has led researchers to investigate how AI usage may be perceived by workers, especially when used it is used in the selection processes, and the role this may play in perceptions of procedural justice. Given that AI is often perceived as a “black box”, meaning that it is unclear how it is identifying patterns, this can lead workers to perceive the use of this tool to be unfair and lack transparency. These perceptions may also vary depending on the social group viewing this information, particularly age (Lee, 2019). To date, no studies have examined the perceptions of different aged workers as they view the use of AI integrated into selection. Older workers are often more critical about organizational implementation of technology through differing emphasis on contextual experiences (Caldwell, 2009). As older and younger workers may see procedural justice differently, this study aims to further explore these differences within the context of AI at work (Caldwell et al., 2009). Theoretically based on signaling theory using a procedural justice lens, the current study will explain why individuals perceive the usage of AI in selection differently (Connelly, 2011). Therefore, the current study seeks to investigate the moderating role of age between perceptions of AI usage and procedural justice, and how this may impact perceptions of organizational attractiveness and intentions to apply. To test the study’s hypotheses, an experimental vignette-based design will be used (Lavanchy et al., 2023). Measures to be used will include participant’s chronological age, and evaluations of the vignette based on: procedural justice (Colquitt, 2001), organizational attractiveness (Highhouse, 2003), and intentions to apply (Highhouse, 2003). Data will be collected from CloudResearch’s Connect (N = 200). A moderation mediation analysis will be used. Theoretically, this study will be the first of its kind to consider age perceptions in relation to perceptions of AI usage in selection. Through merging areas of aging, AI at work, and procedural justice, the study can better identify how the use of AI impacts perceptions of the organization. In the practice realm, this study aims to inform organizations of best practices when recruiting older employees to avoid unintentional adverse impact.
Date
11-9-2024
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by-nc-nd/3.0/
Included in
Not Jumping on the Bandwagon: Older Workers' Perceptions of Injustice in AI in Selection Processes
Technological advances are revolutionizing the world of work, and their integration into the workplace is on the rise. Artificial intelligence (AI) is a prime example, as 61% of organizations use it within their operations (Oswald & Khaleeli, 2020). However, this new integration into HR processes has led researchers to investigate how AI usage may be perceived by workers, especially when used it is used in the selection processes, and the role this may play in perceptions of procedural justice. Given that AI is often perceived as a “black box”, meaning that it is unclear how it is identifying patterns, this can lead workers to perceive the use of this tool to be unfair and lack transparency. These perceptions may also vary depending on the social group viewing this information, particularly age (Lee, 2019). To date, no studies have examined the perceptions of different aged workers as they view the use of AI integrated into selection. Older workers are often more critical about organizational implementation of technology through differing emphasis on contextual experiences (Caldwell, 2009). As older and younger workers may see procedural justice differently, this study aims to further explore these differences within the context of AI at work (Caldwell et al., 2009). Theoretically based on signaling theory using a procedural justice lens, the current study will explain why individuals perceive the usage of AI in selection differently (Connelly, 2011). Therefore, the current study seeks to investigate the moderating role of age between perceptions of AI usage and procedural justice, and how this may impact perceptions of organizational attractiveness and intentions to apply. To test the study’s hypotheses, an experimental vignette-based design will be used (Lavanchy et al., 2023). Measures to be used will include participant’s chronological age, and evaluations of the vignette based on: procedural justice (Colquitt, 2001), organizational attractiveness (Highhouse, 2003), and intentions to apply (Highhouse, 2003). Data will be collected from CloudResearch’s Connect (N = 200). A moderation mediation analysis will be used. Theoretically, this study will be the first of its kind to consider age perceptions in relation to perceptions of AI usage in selection. Through merging areas of aging, AI at work, and procedural justice, the study can better identify how the use of AI impacts perceptions of the organization. In the practice realm, this study aims to inform organizations of best practices when recruiting older employees to avoid unintentional adverse impact.
Department
University of Tennessee at Chattanooga. Dept. of Psychology