Abstracts
Abstract
Emma trusted her HR department until an AI-based decision-support tool in HRM decided, without explanation, not to promote her. Was it fair? As AI-driven HR tools increasingly shape careers, their transparency and fairness are becoming crucial. We explore their impact on workplace behaviour. Using social exchange theory mediated by AI (SET-AI), we investigate the extent to which AI functions as an exchange partner that affects employee engagement and autonomy. We surveyed 300 employees who were subject to AI-based HR decisions, specifically how they perceived transparency and fairness in AI-driven HR tools, and how these perceptions shaped their autonomy and engagement. Our findings show that transparency and fairness in AI governance play a critical role in fostering employee autonomy and engagement. We thus recommend that organizations implement mechanisms to ensure explainability and fairness in the use of AI-driven tools. Future researchers should explore the long-term effects of AI transparency and fairness on employee behaviour across various industries to deepen understanding of AI’s evolving role in organizations.
Keywords:
- algorithmic transparency,
- algorithmic fairness,
- social exchange theory,
- work engagement,
- job autonomy
Résumé
Emma faisait confiance à son département RH jusqu’à ce qu’une IA décide de sa promotion sans donner d’explications. Était-ce juste ? À mesure que les outils RH basés sur l’IA façonnent les carrières (notamment), leur transparence et leur équité deviennent essentielles. Cette étude explore leur impact sur le comportement en milieu professionnel. En s’appuyant sur le cadre théorique de l’Échange Social médié par l’IA (SET-AI), nous examinons dans quelle mesure l’IA, en tant que partenaire d’échange, influence l’engagement des employés et leur autonomie. Une enquête menée auprès de 300 employés utilisant des outils RH basés sur l’IA confirme que la transparence algorithmique améliore la perception de l’équité, influençant positivement l’autonomie professionnelle et l’engagement au travail. Les résultats soulignent le rôle fondamental de la transparence et de l’équité dans la gouvernance de l’IA pour favoriser l’autonomie et l’engagement des employés. Sur cette base, il est recommandé aux organisations de mettre en place des mécanismes d’explicabilité et d’assurer l’équité dans les outils basés sur l’IA. Les recherches futures devraient explorer les effets à long terme de la transparence et de l’équité de l’IA sur le comportement des employés dans divers secteurs afin d’approfondir la compréhension du rôle évolutif de l’IA dans les organisations.
Appendices
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