The determinants of hr leaders' attitude toward the adoption of artificial intelligence in human resources management
| dc.contributor.advisor | Várallyai, László | |
| dc.contributor.author | Hmoud, Bilal | |
| dc.contributor.department | Ihrig Károly gazdálkodás- és szervezéstudományok doktori iskola | hu |
| dc.contributor.submitterdep | DE--Gazdálkodástudományi és Vidékfejlesztési Kar -- Ihrig Károly Gazdálkodás- és Szervezéstudományok Doktori Iskola | |
| dc.date.accessioned | 2021-11-11T07:58:00Z | |
| dc.date.available | 2021-11-11T07:58:00Z | |
| dc.date.created | 2021 | hu_HU |
| dc.date.defended | 2021-11-25 | |
| dc.description.abstract | This research has tackled the phenomenon of AI diffusion within the HRM function. Specifically, assessing its determinants from HR leaders’ perspective. it is an attempt to fill the research gap in the adoption and acceptance of AI and smart applications in HRM. It aims to contribute to the technology adoption research area by providing the researchers, organizations, HR leaders, service providers, and policymakers with advanced understanding and valid inputs about AI-based HR solutions development and adoption determinants. The general aim of this research is to identify the general attitude of HR leaders toward the adoption of AI in HRM and assess AI adoption determinants from HR leaders’ perspectives to provide empirical evidence about the significant factors that influence their attitude toward it. The proposed adoption factors have been assorted into four constructs, innovation characteristics, trust, technological-organizational-environmental (TOE) factors, and the emphasized HR-Roles within the organization. A conceptual framework is introduced to guide the factual measurement of the variables and investigate the theoretical facts underlying hypothesized relationships. The research is exploratory positivism research with deductive quantitative methodology in which employs a survey strategy. The research was conducted among HR leaders in the Middle East country, specifically, Jordan Kuwait Saudi Arabia and Qatar and The data were collected through an online questioner with an overall sample size of 389 respondents. To test the research hypotheses, the collected data were analyzed using SPSS 25 software and several quantitative data analysis methods have been performed including data alteration, transforming and evaluation. Findings revealed that respondents expressed a high positive attitude toward emerging AI applications in HRM. This positive attitude is concluded from the mean result of two variables of Relative Advantage and Attitude toward AI in HRM. Although that respondent did not convey a high level of pressure from competitors to adopt or accept AI applications in HR, thus, they have expressed a positive attitude toward it. The research findings showed that HR leaders have a positive attitude and trust toward the potential contribution of emerging AI applications to support HRM efficiency, effectiveness, and quality. Moreover, findings revealed a constructive perception about AI relative advantage which anticipates the continuation of future reliance on AI within HRM processes and supports the premise of augmented intelligence. This reliance deems a distinctive elevation of IT role within HRM and will significantly affect the HRM conduct and core competencies. Further, it was concluded that high predictive power is associated with innovation characteristics and technology trust factors, the low predictive power of TOE factors, and the absence of association of HR roles factor, with the attitude toward AI adoption in HRM. The traditional perception about the adoption factors strengths is changing and the prediction power is moving from situational, structural and TOE factors toward product features and trust. Substantially, this study provided several recommendations, among which further investigation of HR leaders and organizations' trust in the specific AI intervention and to define the acceptable level of autonomous IT innovations interference to better understand the added value of infusing such AI innovations into their HRM processes. Moreover, it is recommended to investigate users (e.g. employees, applicants) attitudes and level of acceptance. Also, researchers, policymakers, and service providers are recommended to investigate this phenomenon from two perspectives, first to assess the attitude influence on actual adoption decision, second is to investigate the factors in which could affect this influence. Therefore, organization and HR leaders are encouraged to remain updated with AI development research, follow up market adoption practices, and explore the potential influence on HRM functions. | hu_HU |
| dc.format.extent | 158 | hu_HU |
| dc.identifier.uri | http://hdl.handle.net/2437/324389 | |
| dc.language.iso | en | hu_HU |
| dc.subject | artificial intelligence | hu_HU |
| dc.subject | human resources management | |
| dc.subject.discipline | Gazdálkodás- és szervezéstudományok | hu |
| dc.subject.sciencefield | Társadalomtudományok | hu |
| dc.title | The determinants of hr leaders' attitude toward the adoption of artificial intelligence in human resources management | hu_HU |
| dc.title.translated | The determinants of hr leaders' attitude toward the adoption of artificial intelligence in human resources management | hu_HU |
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