Beliefs, anxiety and change readiness for artificial intelligence adoption among human resource managers: the moderating role of high-performance work systems

被引：73
作者：
Suseno, Yuliani [1 ]
Chang, Chiachi [2 ]
Hudik, Marek [3 ]
Fang, Eddy S. [2 ]
机构：
[1] Univ Newcastle, Newcastle Business Sch, 409 Hunter St, Newcastle, NSW 2300, Australia
[2] Xian Jiaotong Liverpool Univ, Int Business Sch Suzhou, Suzhou, Peoples R China
[3] Prague Univ Econ & Business, Fac Business Adm, Prague, Czech Republic
来源：
INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT | 2022年 / 33卷 / 06期
基金：
美国国家科学基金会;
关键词：
Beliefs about AI; AI anxiety; change readiness; high-performance work systems; attitudes; human resource managers; China; COMPUTER SELF-EFFICACY; ORGANIZATIONAL-CHANGE; EMPLOYEES ATTITUDES; BIG DATA; TECHNOLOGY; IMPACT; FUTURE; IMPLEMENTATION; CAPABILITIES; ACCEPTANCE;
D O I：
10.1080/09585192.2021.1931408
中图分类号：
C93 [管理学];
学科分类号：
12 ; 1201 ; 1202 ; 120202 ;
摘要：
This study examines the change readiness for artificial intelligence (AI) adoption among human resource (HR) managers. In particular, it investigates the effects of the three elements of attitudes (cognitive, affective and behavioural elements) related to the HR managers' beliefs about AI, their AI anxiety, and their change readiness for AI adoption. The research also seeks to explore the moderating role of high-performance work systems (HPWS) in the relationships between HR -managers' beliefs, AI anxiety, and change readiness. Data were obtained from 417 HR managers working in China, with findings indicating that HR managers' beliefs about AI and their AI anxiety have a significant effect on their change readiness for AI adoption. Specifically, HR managers' beliefs positively influence their change readiness, while their AI anxiety negatively predicts their change readiness. Our results further highlight that HPWS can attenuate the -negative effect of AI anxiety on HR managers' change readiness for AI adoption. The study's theoretical and practical implications, limitations and directions for future research are also discussed accordingly.
引用
收藏
页码：1209 / 1236
页数：28
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