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AI trust divide: How recruiter-candidate roles shape tourism personnel decision-making
16 references·0 citing·55 second hopsampled
AI trust divide: How recruiter-candidate roles shape tourism personnel decision-making (2024)AI trust divide: How recruiter-candidate …Unlocking the value of artificial intelligence in human resource management through AI capability framework (2022)Unlocking the value of artifi…Can I show my skills? Affective responses to artificial intelligence in the recruitment process (2022)Can I show my skills? Affecti…Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management (2021)Introducing a multi-stakehold…When eliminating bias isn’t fair: Algorithmic reductionism and procedural justice in human resource decisions (2020)When eliminating bias isn’t f…Human Trust in Artificial Intelligence: Review of Empirical Research (2020)Human Trust in Artificial Int…Emotional intelligence or artificial intelligence– an employee perspective (2019)Emotional intelligence or art…Algorithm appreciation: People prefer algorithmic to human judgment (2019)Algorithm appreciation: Peopl…The datafication of talent: how technology is advancing the science of human potential at work (2017)The datafication of talent: h…Overcoming Algorithm Aversion: People Will Use Imperfect Algorithms If They Can (Even Slightly) Modify Them (2016)Overcoming Algorithm Aversion…The Pearls and Perils of Identifying Potential (2009)The Pearls and Perils of Iden…A Sociology of Quantification (2008)A Sociology of QuantificationApplicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. (2005)Applicant Attraction to Organ…Perceived Overqualification and Dimensions of Job Satisfaction: A Longitudinal Analysis (2000)Perceived Overqualification a…Self-promotion as a risk factor for women: The costs and benefits of counterstereotypical impression management. (1998)Self-promotion as a risk fact…Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting. (1993)Conscientiousness and perform…The case for motivated reasoning. (1990)The case for motivated reason…Handbook of Industrial and Organizational Psychology. (1977)Modeling the performance prediction problem in industrial and organizational psychology. (1990)Alternative Ways of Assessing Model Fit (1992)The happy personality: A meta-analysis of 137 personality traits and subjective well-being. (1998)Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. 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(2008)Algorithm Aversion: People Erroneously Avoid Algorithms after Seeing Them Err (2014)Human Decisions and Machine Predictions (2017)Understanding perception of algorithmic decisions: Fairness, trust, and emotion in response to algorithmic management (2018)In AI we trust? Perceptions about automated decision-making by artificial intelligence (2020)Perceived Usefulness, Perceived Ease of Use, and User Acceptance of Information Technology (1989)An Integrative Model Of Organizational Trust (1995)Not So Different After All: A Cross-Discipline View Of Trust (1998)Rising with the machines: A sociotechnical framework for bringing artificial intelligence into the organization (2020)Algorithmic bias: review, synthesis, and future research directions (2021)Artificial intelligence – challenges and opportunities for international HRM: a review and research agenda (2022)Inequity In Social Exchange (1965)The Social Psychology of Procedural Justice (1988)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)Algorithms as work designers: How algorithmic management influences the design of jobs (2021)The Janus Face of Artificial Intelligence Feedback: Deployment Versus Disclosure Effects on Employee Performance (2021)What influences algorithmic decision-making? 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References

  • 1990The case for motivated reasoning.9,014 cited
  • 2020Human Trust in Artificial Intelligence: Review of Empirical Research2,874 cited
  • 2019Algorithm appreciation: People prefer algorithmic to human judgment2,045 cited
  • 1998Self-promotion as a risk factor for women: The costs and benefits of counterstereotypical impression management.1,511 cited
  • 2008A Sociology of Quantification1,261 cited
  • 2016Overcoming Algorithm Aversion: People Will Use Imperfect Algorithms If They Can (Even Slightly) Modify Them1,225 cited
  • 2005Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes.1,181 cited
  • 2022Unlocking the value of artificial intelligence in human resource management through AI capability framework923 cited
  • 1993Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting.829 cited
  • 2020When eliminating bias isn’t fair: Algorithmic reductionism and procedural justice in human resource decisions548 cited
  • 2019Emotional intelligence or artificial intelligence– an employee perspective369 cited
  • 2000Perceived Overqualification and Dimensions of Job Satisfaction: A Longitudinal Analysis292 cited
  • 2009The Pearls and Perils of Identifying Potential282 cited
  • 2017The datafication of talent: how technology is advancing the science of human potential at work

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138 cited
  • 2021Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management136 cited
  • 2022Can I show my skills? Affective responses to artificial intelligence in the recruitment process123 cited
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