Applying AI in the recruitment and selection process and building the organizational climate (part II)

• Autorzy: Golej Robert , Pietroń-Pyszczek Agata

Identyfikatory

DOI

10.29119/1641-3466.2024.201.10

• Języki publikacji: EN

Abstrakty

EN

Purpose: The use of artificial intelligence (AI) also affects processes in human resource management (HRM). We address the impact of AI-led recruitment and selection (R&S) processes on organisational climate (atmosphere). Due to the pioneering practice of using AI in this area, the consequences of its application are not yet well revealed. We, therefore, propose to apply a method to interpolate phenomena already observed for a long time related to the practice of applying AI to the area of organisational climate. Design/methodology/approach: Desk research was conducted in the context of the use of AI in HRM. We have selected review articles that highlight the opportunities and risks of using AI. The article has been divided into two parts. In the first, we attempted to identify AI activity in HRM and R&S. In the second, we have conducted a detailed case study of AI applications in S&R and discussed its impact on the organisational climate. Findings: Our research has shown that the relationship between the use of AI in R&S and organisational climate has not been a focus of research to date. The research led to the conclusion that improvements in the efficiency of R&S caused by the application of AI, can have a significant impact on organisational climate. Due to the relatively young field of research as well as the pioneering practice of applying AI in this area, the consequences of its application are not yet well revealed. Originality/value: Typical variables for evaluating process execution, such as time, cost, quality, safety, have become essential perspectives for evaluating R&S task execution by AI. In the case of modern organisations, where value is created from knowledge and innovation, much of which is motivated by social interactions, there is a need for a creative atmosphere. Will homogenous corporate employees, selected by predictive algorithms, be able to be creative as a team? Will anyone in a unified organisation be able to challenge existing solutions and propose other, better ones? For the sake of efficiency improvements, do we want to renounce social relationships, the excitement of a new solution? These are the dilemmas we signal. Our research points to the challenges facing HR departments and professionals in the age of the digital revolution. The practical usefulness of the study boils down to highlighting to practitioners the wider consequences of conducting recruitment and selection through AI.

Słowa kluczowe

EN

artificial intelligence; AI; recruitment; selection; organisational climate; work atmosphere; human resources management; HRM

PL

sztuczna inteligencja; AI; rekrutacja; selekcja; klimat organizacyjny; atmosfera pracy; zarządzanie zasobami ludzkimi; HRM

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2024
• Tom: z. 201
• Strony: 129--138
• Opis fizyczny: Bibliogr. 28 poz.

Twórcy

autor

Golej Robert

• Wroclaw University of Economics and Business, Faculty of Business and Management, Department of Labour, Capital and Innovation

• https://orcid.org/0000-0003-4462-7035

autor

Pietroń-Pyszczek Agata

• Wroclaw University of Economics and Business, Faculty of Business and Management, Department of Labour, Capital and Innovation

• https://orcid.org/0000-0002-3861-3609

Bibliografia

• 1. Agbejule, A., Rapo, J., Saarikoski, L. (2021). Vertical and horizontal trust and team learning: the role of organizational climate. International Journal of Managing Projects in Business, Vol. 14, No. 7, pp. 1425-1443, doi: 10.1108/IJMPB-05-2020-0155
• 2. Agencja marketingowa - platforma marketerów (2023). Radykalne treści w social mediach. Retrieved from: https://freshview.pl/blog/radykalne-tresci-w-social-mediach-czy-sa-dobra-strategia/, 5.02.2024.
• 3. Alzghoul, A., Elrehail, H., Emeagwali, O.L., AlShboul, M.K. (2018). Knowledge management, workplace climate, creativity and performance: The role of authentic leadership. Journal of Workplace Learning, Vol. 30, No. 8, pp. 592-612.
• 4. Blumen, D., Martines Cepellos, V. (2023). Dimensions of the use of technology and Artificial Intelligence (AI) in Recruitment and Selection (R&S): benefits, trends, and resistance. Cadernos EBAPE.BR, Vol. 21, No 2, doi: 10.1590/1679-395120220080x.
• 5. Cigdem, K., Reyham, B. (2016). The Roles of Organizational and Ethical Climate on Individual Performance of Employees. Business Management Dynamics, Vol. 5, No. 8, pp. 27-38.
• 6. Czerska, M. (2012). Wpływ kultury na zachowania organizacyjne. In: K. Jaremczuk (Ed.), Przedsiębiorczość - natura i atrybuty. Tom pierwszy. Tarnobrzeg: Państwowa Wyższa Szkoła Zawodowa im. S. Tarnowskiego w Tarnobrzegu.
• 7. Del Giudice, M., Scuotto, V., Orlando, B., Mustilli, M. (2021). Toward the human -centered approach. A revised model of individual acceptance of AI. Human Resource Management Review, Vol. 31, No. 2, doi: 10.1016/j.hrmr.2021.100856.
• 8. Gupta, A., Mishra, M. (2023). Artificial Intelligence for Recruitment and Selection. In: P. Tyagi, N. Chilamkurti, S. Grima, K. Sood, B. Balusamy, (Eds.), The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part B (Emerald Studies in Finance, Insurance, and Risk Management) (pp. 1-11). Leeds: Emerald Publishing Limited, doi: 10.1108/978-1-80455-662-720230001.
• 9. Hunkenschroer, A.L., Luetge, C. (2022). Ethics of AI-Enabled Recruiting and Selection: A Review and Research Agenda. Journal of Business Ethics, Vol. 178, pp. 977-1007, doi: 10.1007/s10551-022-05049-6.
• 10. Kaur, D., Uslu, S., Rittichier, K.J., Durresi, A. (2022). Trustworthy artificial intelligence: a review. ACM Computing Surveys (CSUR), Vol. 55, No. 2, pp. 1-38, doi: 10.1145/3491209.
• 11. Kim, E.-J., Park, S. (2020). Transformational leadership, knowledge sharing, organizational climate and learning: an empirical study. Leadership & Organization Development Journal, Vol. 41, No. 6, pp. 761-775, doi: 10.1108/LODJ-12-2018-0455.
• 12. Kong, H., Yuan, Y., Baruch, Y., Bu, N., Jiang, X., Wang, K. (2021). Influences of artificial intelligence (AI) awareness on career competency and job burnout. International Journal of Contemporary Hospitality Management, Vol. 33, No. 2, pp. 717-734, doi: 10.1108/IJCHM-07-2020-0789.
• 13. Lan, Y.-L., Huang, W.-T., Kao, C.-L., Wang, H.-J. (2019). The relationship between organizational climate, job stress, workplace burnout, and retention of pharmacists. Journal of Occupational Health, Vol. 62, No. 2, doi:10.1002/1348-9585.12079.
• 14. Lipińska-Grobelny, A. (2021). Organizational climate and counterproductive work behaviors - the moderating role of gender. International Journal of Occupational Medicine and Environmental Health, Vol. 34, No. 4, pp. 513-525.
• 15. Lipińska-Grobelny, A. (Ed.) (2007). Klimat organizacyjny i jego konsekwencje dla funkcjonowania pracowników. Łódź: Uniwersytet Łódzki.
• 16. Lo, Y.-C., Lu, C., Chang, Y.-P., Wu, S.-F. (2024). Examining the influence of organizational commitment on service quality through the lens of job involvement as a mediator and emotional labor and organizational climate as moderators. Heliyon, Vol. 10, Iss. 2, doi: 10.1016/j.heliyon.2024.e24130.
• 17. Ludwikowska, K. (2021). The mediating role of employee-oriented human resource policy in the relationship between strategic human resource management and organisational performance. Forum Scientiae Oeconomia, Vol. 9, No. 2, pp. 131-150, doi: 10.23762/FSO_VOL9_NO2_7.
• 18. Ore, O., Sposato, M. (2021). Opportunities and risks of artificial intelligence in recruitment and selection. International Journal of Organizational Analysis, Vol. 30, No. 6, pp. 17711782, doi: 10.1108/IJOA-07-2020-2291.
• 19. Patterson, M.G., Warr, P.B., West, M.A. (2004). Organizational climate and company performance: the role of employee affect and employee level. Journal of Occupational and Organizational Psychology, Vol. 77, pp. 193-216.
• 20. Penc, J. (2001). Kreowanie zachowań w organizacji. Warszawa: Agencja Wydawnicza Placet.
• 21. Phairat, P., Potipiroon, W. (2022). High performance work systems and innovative work behavior among telecom employees: the mediating roles of organizational climate for innovation and psychological empowerment. ABAC Journal, Vol. 42, No. 3, pp. 214-231.
• 22. Prikshat, V., Malik, A., Budhwar, P. (2021). AI-augmented HRM: antecedents, assimilation and multilevel consequences. Human Resource Management Review, Vol. 32, No. 2, pp. 1-18, doi: 10.1016/j.hrmr.2021.100860.
• 23. Prikshat, V., Patel, P., Varma, A., Ishizaka, A. (2022). A multi-stakeholder ethical framework for AI-augmented HRM. International Journal of Manpower, Vol. 28, pp. 689707, doi: 10.1108/IJM-03-2021-0118.
• 24. Schneider, B., Gunnarson, S.K., Niles-Jolly, K. (1994). Creating the climate and culture of success. Organizational Dynamics, Vol. 23, Iss. 1, pp. 17-30.
• 25. Shanker, R., Bhanugopan, R., van der Heijden, B.I.J.M., Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of Vocational Behavior, Vol. 100, pp. 67-77.
• 26. Tambe, P., Cappelli, P., Yakubovich, V. (2019). Artificial intelligence in human resources management: challenges and a path forward. California Management Review, Vol. 61, No. 4, pp. 15-42, doi: 10.1177/0008125619867.
• 27. Tippins, N.T., Oswald, F.L., McPhail, S.M. (2021). Scientific, Legal, and Ethical Concerns About AI-Based Personnel Selection Tools: A Call to Action. Personnel Assessment and Decisions, No. 7, Iss. 2, doi: 10.25035/pad.2021.02.001.
• 28. UNESCO (2017). Youth and violent extremism on social media: mapping the research, doi: 10.54675/STTN2091.

Uwagi

Opracowanie rekordu ze środków MNiSW, umowa nr POPUL/SP/0154/2024/02 w ramach programu "Społeczna odpowiedzialność nauki II" - moduł: Popularyzacja nauki (2025).