以人为中心的方法。人工智能个体接受度的修正模型

IF 8.2 1区管理学 Q1 MANAGEMENT Human Resource Management Review Pub Date : 2023-03-01 DOI:10.1016/j.hrmr.2021.100856

Manlio Del Giudice , Veronica Scuotto , Beatrice Orlando , Mario Mustilli

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引用次数: 37

摘要

该研究的目的是了解人类对人工智能(ai)的接受如何影响人力资源管理(HRM)。为此，我们提出了一个基于人工智能和人力资源管理之间相互作用驱动的可持续增长理念的原始概念框架。目前的学术辩论过于关注未来人工智能对商业和社会的影响。对话的一个核心方面是人工智能是否会在增值活动中取代人类。该研究指出，鉴于以人为本的方法，类人机器人是人类潜能的放大器。在这方面，目前的工作通过考虑“创新企业”的类别，即创新企业在下一个人工智能领域的演变，重新定义了社会5.0的原则。

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Toward the human – Centered approach. A revised model of individual acceptance of AI

The aim of the study is to understand how humans' acceptance of Artificial Intelligences (AIs) affects human resource management (HRM). To this end, we propose an original conceptual framework based on the idea of a sustainable growth driven by the interplay between AI and HRM. Current academic debate is overly concerned by the impact that future AI will have on business and society. One of the central aspects of the conversation is whether or not AI will replace humans in value-added activities. The study remarks that humanoids are an amplificator of human potential, in light of a human-centered approach. In this vein, present work reconceptualizes the tenets of society 5.0 by considering the category of “innovation ventura”, the evolution of the innovative enterprise in the next AI landscape.

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.