Éditeurs invités
- Ilke Inceoglu, University of Exeter Business School
- Chester Spell, Rutgers School of Business
- Andreas Wihler, University of Exeter Business School
- Guido Hertel, University of Münster
Synthèse
Artificial Intelligence has a significant and steadily growing impact on work, affecting employees, leaders in organizations, and researchers. This has been particularly striking since the advent of generative AI such as ChatGPT, a large language model AI system that can make fairly accurate predictions from vast amounts of data and engage in dialogue in a human-like manner to help solve complex problems.
Researchers are responding to rapid developments in AI as reflected in a surge of papers published in Organizational Psychology, Organizational Behavior, and Management that discuss the use of AI in personnel selection, implications of automation for work design, employee experience and engagement, coping with job insecurity when faced with automation, the impact of AI on group and team processes, leadership, developing causal models in leadership research, AI and workplace outcomes, and using generative AI in human resource management.
Extrait.
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Thèmes proposés
- How does AI impact the workplace and the people who work there? (this can take a multilevel perspective)
- What are the implications of working with AI for group interactions, leadership (e.g. managerial decision making, leading teams), etc.?
- How does AI impact the boundaries between work and nonwork activity?
- What are the implications of AI for employee psychological and physical well-being?
- What are and how can we develop ethical frameworks for research in AI that apply to the workplace?
- How important is context in the implementation of AI and its effects on work?
- How can we better understand issues related to levels of control we give to AI? Is AI a tool that augments work, or an autonomous teammate? Questions around agency, autonomy, and work design are also relevant.
- How does the integration of AI affect negotiations in the workplace? How does existing theory about negotiations help us understand the issues in negotiation with an AI-driven team member? What about the case where the AI refuses to comply with a directive from a human?
- What are theory-driven methodological considerations in considering AI's workplace impact?
- Broadly, what does AI mean for theory and theory building in Organizational Psychology? AI itself is a phenomenon. How do we use theory to account for this phenomenon (if this is the right question?). Does our theory base account for specific AI driven phenomena (e.g., topics above like negotiating with AI, health effects of AI, leadership, and AI…)?
- How can AI help with "new ways of seeing" in Organizational Psychology and related fields? How does existing theory have to change to account for AI? How can we get insights for our theories and concepts in Organizational Psychology and related fields from other disciplines (e.g. Information Systems)?