Résumés
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.
Parties annexes
References
- Armstrong, A., Briggs, J., Moncur, W., Carey, D. P., Nicol, E., & Schafer, B. (2023). Everyday digital traces. Big Data & Society, 10(2). https://doi.org/10.1177/2053951723121382710.1177/20539517231213827 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Bagozzi, R. P., Yi, Y., & Phillips, L. W. (1991). Assessing construct validity in organizational research. Administrative Science Quarterly, 36(3), 421-458. https://doi.org/10.2307/239320310.2307/2393203 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Baiocco, S., Fernández-Macías, E., Rani, U., & Pesole, A. (2022). The Algorithmic Management of Work and its Implications in Different Contexts. Joint Research Centre. Working Paper Series on Labour, Education and Technology. Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. https://doi.org/10.1108/1362043081087047610.1108/13620430810870476 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Barro, S., & Davenport, T. H. (2019). People and machines: Partners in innovation. MIT Sloan Management Review, 60(4), 22-28.Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Bertail, P., Bounie, D., Clémençon, S., & Waelbroeck, P. (2020). Algorithmes: Biais, discrimination et équité. HR Today, 58. Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Blader, S. L., & Tyler, T. R. (2003). What constitutes fairness in work settings? A four-component model of procedural justice. Human Resource Management Review, 13(1), 107-126. https://doi.org/10.1016/S1053-4822(02)00101-810.1016/S1053-4822(02)00101-8 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Blau, P. M. (1964). Exchange and power in social life. Piscataway, NJ: Transaction Publishers.Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A Systematic Review of Human Resource Management Systems and Their Measurement. Journal of Management, 45(6), 2498-2537. https://doi.org/10.1177/014920631881871810.1177/0149206318818718 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Booth, R. (2025, January 27). ‘Serious concerns’ about DWP’s use of AI to read correspondence from benefit claimants. The Guardian. Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Burrell, J. (2016). How the machine ‘thinks’: Understanding opacity in machine learning algorithms. Big Data & Society, 3(1), 2053951715622512. https://doi.org/10.1177/205395171562251210.1177/2053951715622512 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Cho, J., Schilpzand, P., Huang, L., & Paterson, T. (2021). How and When Humble Leadership Facilitates Employee Job Performance: The Roles of Feeling Trusted and Job Autonomy. Journal of Leadership & Organizational Studies, 28(2), 169-184. https://doi.org/10.1177/154805182097963410.1177/1548051820979634 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Colquitt, J. A., Hill, E. T., & De Cremer, D. (2023). Forever focused on fairness: 75 years of Organizational Justice in Personnel Psychology. Personnel Psychology, 76(2), 413-435. https://doi.org/10.1111/peps.1255610.1111/peps.12556 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Cropanzano, R., & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/014920630527960210.1177/0149206305279602 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Cropanzano, R., Prehar, C. A., & Chen, P. Y. (2002). Using Social Exchange Theory to Distinguish Procedural from Interactional Justice. Group & Organization Management, 27(3), 324-351. https://doi.org/10.1177/105960110202700300210.1177/1059601102027003002 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Davenport, T. H., & Ronanki, R. (2018). Artificial intelligence for the real world. Harvard Business Review, 96(1), 108-116.Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- DeCarlo, L. T. (1997). On the meaning and use of kurtosis. Psychological Methods, 2(3), 292-307. https://doi.org/10.1037/1082-989X.2.3.29210.1037/1082-989X.2.3.292 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Delacroix, E., Guillard, V., & Darpy, D. (2011). Le radin : Économe, avare ou malin ? Revue Management et Avenir, 47(7), 79-97. https://doi.org/10.3917/mav.047.0079 10.3917/mav.047.0079 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Dutta, D., & Mishra, S. K. (2024). Artificial intelligence-based virtual assistant and employee engagement: An empirical investigation. Personnel Review, 54(3), 913-934. https://doi.org/10.1108/PR-03-2023-026310.1108/PR-03-2023-0263 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Dutta, D., Mishra, S. K., & Tyagi, D. (2023). Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: A field study. The International Journal of Human Resource Management, 34(12), 2451-2480. https://doi.org/10.1080/09585192.2022.208552510.1080/09585192.2022.2085525 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Eldor, L., & Vigoda-Gadot, E. (2017). The nature of employee engagement: Rethinking the employee–organization relationship. The International Journal of Human Resource Management, 28(3), 526-552. https://doi.org/10.1080/09585192.2016.118031210.1080/09585192.2016.1180312 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Fletcher, L. (2019). How can personal development lead to increased engagement? The roles of meaningfulness and perceived line manager relations. The International Journal of Human Resource Management, 30(7), 1203-1226. https://doi.org/10.1080/09585192.2016.118417710.1080/09585192.2016.1184177 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Glikson, E., & Woolley, A. W. (2020). Human Trust in Artificial Intelligence: Review of Empirical Research. Academy of Management Annals, 14(2), 627-660. https://doi.org/10.5465/annals.2018.005710.5465/annals.2018.0057 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Greenberg, J. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432. https://doi.org/10.1177/01492063900160020810.1177/014920639001600208 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Hair, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). SAGE Publications.Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279. https://doi.org/10.1037/0021-9010.87.2.26810.1037/0021-9010.87.2.268 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Jarrahi, M. H. (2018). Artificial intelligence and the future of work: Human-AI symbiosis in Organizational decision making. Business Horizons, 61(4), 577-586. https://doi.org/10.1016/j.bushor.2018.03.007.10.1016/j.bushor.2018.03.007 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Jarrahi, M. H., & Sutherland, W. (2019). Algorithmic management and algorithmic competencies: Understanding and appropriating algorithms in gig work. Information in Contemporary Society: 14th International Conference, iConference 2019, Washington, DC, USA, March 31–April 3, 2019, Proceedings 14, 578-589. 10.1007/978-3-030-15742-5_55 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692-724. https://doi.org/10.5465/25628710.2307/256287 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Katou, A. A., Budhwar, P. S., & Patel, C. (2021). A trilogy of organizational ambidexterity: Leader’s social intelligence, employee work engagement and environmental changes. Journal of Business Research, 128, 688-700. https://doi.org/10.1016/j.jbusres.2020.01.04310.1016/j.jbusres.2020.01.043 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Langer, M., & König, C. J. (2023). Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management. Human Resource Management Review, 33(1), 1-13. https://doi.org/10.1016/j.hrmr.2021.10088110.1016/j.hrmr.2021.100881 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Langlois, R. N. (2006). The Secret Life of Mundane Transaction Costs. Organization Studies, 27(9), 1389-1410. https://doi.org/10.1177/017084060606776910.1177/0170840606067769 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Leicht-Deobald, U., Busch, T., Schank, C., Weibel, A., Schafheitle, S., Wildhaber, I., & Kasper, G. (2019). The Challenges of Algorithm-Based HR Decision-Making for Personal Integrity. Journal of Business Ethics, 160(2), 377-392. https://doi.org/10.1007/s10551-019-04204-w10.1007/s10551-019-04204-w Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Leiter, M. P., & Bakker, A. B. (2010). Work engagement: introduction. In Work engagement: A Handbook of Essential Theory and Research. Psychology Press: London.Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Leventhal, G.S. (1980). What Should Be Done with Equity Theory? In: Gergen, K.J., Greenberg, M.S., Willis, R.H. (eds) Social Exchange. Springer, Boston, MA. https://doi.org/10.1007/978-1-4613-3087-5_210.1007/978-1-4613-3087-5_2 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Lichtenthaler, U. (2019). An intelligence-based view of firm performance: Profiting from artificial intelligence. Journal of Innovation Management, 7(1), 7-20. https://doi.org/10.24840/2183-0606_007.001_000210.24840/2183-0606_007.001_0002 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Ma, X. (2019). Networked Trust: Computational Understanding of Interpersonal Trust Online. Cornell University. Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Ma, X., & Brown, T. W. (2020). AI-Mediated Exchange Theory (arXiv:2003.02093). arXiv. https://doi.org/10.48550/arXiv.2003.02093Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Malik, A., Budhwar, P., & Mohan, H., N. R., S. (2023). Employee experience – The missing link for engaging employees: Insights from an MNE’s AI-based HR ecosystem. Human Resource Management, 62(1), 97-115. https://doi.org/10.1002/hrm.2213310.1002/hrm.22133 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Mehrabi, N., Morstatter, F., Saxena, N., Lerman, K., & Galstyan, A. (2019). A Survey on Bias and Fairness in Machine Learning. arXiv (Cornell University). https://doi.org/10.48550/arxiv.1908.09635Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Meijerink, J., & Bondarouk, T. (2023). The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation. Human Resource Management Review, 33(1), 100876. https://doi.org/10.1016/j.hrmr.2021.10087610.1016/j.hrmr.2021.100876 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61 89. https://doi.org/10.1016/1053-4822(91)90011-Z10.1016/1053-4822(91)90011-Z Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Mikalef, P., & Gupta, M. (2021). Artificial intelligence capability: Conceptualization, measurement calibration, and empirical study on its impact on organizational creativity and firm performance. Information & Management, 58(3), 103434. https://doi.org/10.1016/j.im.2021.10343410.1016/j.im.2021.103434 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321-1339. https://doi.org/10.1037/0021-9010.91.6.132110.1037/0021-9010.91.6.1321 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Muldoon, J., Gould, A. M., & Joullié, J. (2023). Clipping the wings of theorists: the unacknowledged contribution to management thought from the shopfloor. Management & Organizational History, 18(2), 173-198. https://doi.org/10.1080/17449359.2023.223434410.1080/17449359.2023.2234344 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Munger, M. C. (2018). Tomorrow 3.0: Transaction Costs and the Sharing Economy. Cambridge University Press.10.1017/9781108602341 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Newlands, G. (2021). Algorithmic Surveillance in the Gig Economy: The Organization of Work through Lefebvrian Conceived Space. Organization Studies, 42(5), 719-737. https://doi.org/10.1177/017084062093790010.1177/0170840620937900 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Newman, D. T., Fast, N. J., & Harmon, D. J. (2020). When eliminating bias isn’t fair: Algorithmic reductionism and procedural justice in human resource decisions. Organizational Behavior and Human Decision Processes, 160, 149- 167. https://doi.org/10.1016/j.obhdp.2020.03.00810.1016/j.obhdp.2020.03.008 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- OECD (2024). Governing with artificial intelligence: Are governments ready? OECD Artificial Intelligence Papers, No. 20. OECD Publishing.Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Ötting, S. K., & Maier, G. W. (2018). The importance of procedural justice in human–machine interactions: Intelligent systems as new decision agents in organizations. Computers in Human Behavior, 89, 27-39. https://doi.org/10.1016/j.chb.2018.07.02210.1016/j.chb.2018.07.022 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Parent-Rocheleau, X., & Parker, S. K. (2022). Algorithms as work designers: How algorithmic Management influences the design of jobs. Human Resource Management Review, 32(3), 100838. https://doi.org/10.1016/j.hrmr.2021.10083810.1016/j.hrmr.2021.100838 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Park, K., & Yoon, H. Y. (2024). Beyond the code: The impact of AI algorithm transparency signaling on user trust and relational satisfaction. Public Relations Review, 50(5), 102507. https://doi.org/10.1016/j.pubrev.2024.10250710.1016/j.pubrev.2024.102507 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Peer, E., Brandimarte, L., Samat, S., & Acquisti, A. (2017). Beyond the Turk: Alternative platforms for crowdsourcing behavioral research. Journal of Experimental Social Psychology, 70, 153-163. https://doi.org/10.1016/j.jesp.2017.01.00610.1016/j.jesp.2017.01.006 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Perez, F., Conway, N., & Roques, O. (2022). The Autonomy Tussle: AI Technology and Employee Job Crafting Responses. Relations Industrielles, 77(3). https://doi.org/10.7202/1094209ar
10.7202/1094209ar
Google Scholar
Rechercher cette référence bibliographique sur Google Scholar
- Pirson, M., & Malhotra, D. (2011). Foundations of Organizational Trust: What Matters to Different Stakeholders? Organization Science, 22(4), 1087-1104. https://doi.org/10.1287/orsc.1100.058110.1287/orsc.1100.0581 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Plaskoff, J. (2017). Employee experience: The new human resource management approach. Strategic HR Review, 16(3), 136-141. https://doi.org/10.1108/SHR-12-2016-010810.1108/SHR-12-2016-0108 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Radonjić, A., Duarte, H., & Pereira, N. (2024). Artificial intelligence and HRM: HR managers’ Perspective on decisiveness and challenges. European Management Journal, 42(1), 57 66. https://doi.org/10.1016/j.emj.2022.07.00110.1016/j.emj.2022.07.001 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Rodgers, W., Murray, J. M., Stefanidis, A., Degbey, W. Y., & Tarba, S. Y. (2023). An artificial An intelligence algorithmic approach to ethical decision-making in human resource management processes. Human Resource Management Review, 33(1), 100925. https://doi.org/10.1016/j.hrmr.2022.10092510.1016/j.hrmr.2022.100925 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Roussel, P. (2005). Méthodes de développement d'échelles pour questionnaires d'enquête. Management des ressources humaines : Méthodes de recherche en sciences humaines et sociales (pp. 245-276). De Boeck Supérieur. https://doi.org/10.3917/dbu.rouss.2005.01.0245.10.3917/dbu.rouss.2005.01.0245 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal Of Managerial Psychology, 21(7), 600-619. https://doi.org/10.1108/0268394061069016910.1108/02683940610690169 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Santana, M., & Díaz-Fernández, M. (2023). Competencies for the artificial intelligence age: Visualisation of the state of the art and future perspectives. Review of Managerial Science, 17(6), 1971–2004. https://doi.org/10.1007/s11846-022-00613-w10.1007/s11846-022-00613-w Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). Utrecht Work Engagement Scale-17 [dataset]. https://doi.org/10.1037/t07164-00010.1037/t07164-000 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Selbst, A. D., Boyd, D., Friedler, S. A., Venkatasubramanian, S., & Vertesi, J. (2019). Fairness and Abstraction in Sociotechnical Systems. Proceedings of the Conference on Fairness, Accountability, and Transparency, 59‑68. https://doi.org/10.1145/3287560.328759810.1145/3287560.3287598 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Skarlicki, D. P., Ellard, J. H., & Kelln, B. R. (1998). Third-party perceptions of a layoff: Procedural, derogation, and retributive aspects of justice. Journal of Applied Psychology, 83(1), 119-127. https://psycnet.apa.org/doi/10.1037/0021-9010.83.1.11910.1037/0021-9010.83.1.119 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Strohmeier, S., Becker, M., & Scheer-Weller, E. (2026). Beyond aversion – principles of appropriate algorithmic decision-making in human resource management. Expert Systems with Applications, 296(A), 128954. https://doi.org/10.1016/j.eswa.2025.12895410.1016/j.eswa.2025.128954 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Truss, C., Delbridge, R., Alfes, K., Shantz, A., & Soane, E. (2013). Employee engagement in theory and practice. Routledge London. 10.4324/9780203076965 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Van Rossenberg, Y. G., Cross, D., & Swart, J. (2022). An HRM perspective on workplace commitment: Reconnecting in concept, measurement and methodology. Human Resource Management Review, 32(4), 100891. https://doi.org/10.1016/j.hrmr.2021.10089110.1016/j.hrmr.2021.100891 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Veen, A., Barratt, T., & Goods, C. (2019). Platform-Capital’s ‘App-etite’ for Control: A Labour Process Analysis of Food-Delivery Work in Australia. Work Employment and Society, 34(3), 388 406. https://doi.org/10.1177/095001701983691110.1177/0950017019836911 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Xavier, D. F., & Korunka, C. (2025). Integrating Artificial Intelligence across cultural orientations: A longitudinal examination of creative self-efficacy and employee autonomy. Computers In Human Behavior Reports, 18, 100623. https://doi.org/10.1016/j.chbr.2025.10062310.1016/j.chbr.2025.100623 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Yin, N. (2018). The influencing outcomes of job engagement: An interpretation from the social exchange theory. International Journal of Productivity and Performance Management, 67(5), 873‑889. https://doi.org/10.1108/IJPPM-03-2017-005410.1108/IJPPM-03-2017-0054 Google Scholar Rechercher cette référence bibliographique sur Google Scholar
- Zhao, R., Benbasat, I., & Cavusoglu, H. (2019). Do users always want to know more? Investigating the relationship between system transparency and users’ trust in advice-giving systems. Research in Progress. AIS Electronic Library (AISeL). https://aisel.aisnet.org/ecis2019_rip/42Google Scholar Rechercher cette référence bibliographique sur Google Scholar