The Effects of Artificial Intelligence Technologies' Utilization in Human Resources Management on Employee Behavior

Abstract

Artificial intelligence (AI) has been defined as the science and engineering of creating intelligent machines and particularly intelligent computer programs (McCarty, 2007). In an increasingly competitive environment, businesses aim to reduce costs and increase profitability. In this context, the goal is to improve quality and efficiency across all business functions such as production, human resources (HR), and marketing. The HR function holds the most strategic position among them. However, engineering research emphasizing the technical aspects of AI prevails in the literature, while social science research looking at society and human behavior is relatively limited. Therefore, this study addresses the use of AI in the field of human resource management (HRM) and the impact of AI-supported HRM applications on the employee organizational behavior. Studies in the literature and business examples demonstrate that the use of AI in HRM contributes to HR and organizational behavior-related outcomes such as "enhanced management decisions, faster and more effective recruitment processes, better job learning, employee engagement, retention, job satisfaction, career development, work-life balance, productivity, psychological safety, organizational citizenship behaviors, sustainability, and collective development". However, there are also studies dealing with the negative effects of AI on the mentioned HR and organizational behavior variables. Some of these studies suggest that the utilization of AI in businesses can have adverse impacts on employees, including negative attitudes, distrust towards automation and intelligent technologies, and the fear that AI will jeopardize their jobs. © 2023 Nova Science Publishers, Inc. All rights reserved.