Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/240946 
Erscheinungsjahr: 
2021
Quellenangabe: 
[Journal:] International Journal of Selection and Assessment [ISSN:] 1468-2389 [Volume:] 29 [Issue:] 2 [Publisher:] Wiley [Place:] Hoboken, NJ [Year:] 2021 [Pages:] 154-169
Verlag: 
Wiley, Hoboken, NJ
Zusammenfassung: 
Applicants seem to react negatively to artificial intelligence-based automated systems in personnel selection. This study investigates the impact of different pieces of information to alleviate applicant reactions in an automated interview setting. In a 2 (no process information vs. process information) × 2 (no process justification vs. process justification) between-subjects design, participants (N = 124) received respective information and watched a video showing an automated interview. Testing mediation effects via different applicant reaction variables indicated that process justification is better than process information which can even impair applicant reactions. However, information did not increase organizational attractiveness compared to not receiving any information. This study sheds light on what type of information contributes to positive and negative applicant reactions to automated systems.
Schlagwörter: 
algorithms
applicant reactions
explainable artificial intelligence
human‐computer‐interaction
information
personnel selection
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