The Introduction of the Special Issue In the Special Issue, we foreground an important but under-researched theme – the role of artificial intelligence (AI) in human resource management. We invite scholars, managers and organizations to submit their manuscripts to an upcoming special issue of the Modern Management Forum on Artificial intelligence (AI) in human resource management, which is dedicated to advancing theories for understanding the unique implication of AI in personnel policy, talent development, managerial effectiveness and, more generally, human resource management. Artificial intelligence (AI) affects almost every aspect of human life, and management is no exception. Artificial intelligence (AI), in layman’s terms, is intelligence demonstrated by machines, and AI refers to technology used to do a task that requires some level of intelligence to accomplish; simply put, a tool designed to do what people can do. AI-based applications often refer to a suite of modelling techniques that bring together some combination of the following: huge data sets, non-traditional data (i.e., including unstructured and changing data), demonstrating complex relationships between variables sometimes result in opaque models, and models with rapidly time-varying structures (Brown, Ling & Gurdeniz, 2017). More recently, artificial intelligence has shifted from laboratory experiments into business and management world. In the finance industry, for instance, managers are implementing AI models in order to increase revenue or reduce cost through better and faster decision-making in the management system (Wisskirchen et al., 2017). In human resource management, managers are keen to improve staff performance via the AI-based techniques (Ernst & Young, 2018). Duchessi, O'Keefe, and O'Leary (1993) state that AI has the ability to change the ownership and responsibility for decision making in management; yet, while some employees appreciate the convenience of AI as it facilitates the decision-making-process in management, others feel that AI has ripped off their imperativeness at work and threatened their career opportunity. In an empirical research based on canteen employees, Chang (2019) has found that leaders and employees have mixed views about using AI in their job allocation (e.g., AI not only helps to cut down the personnel cost, but also highlights the need to appoint less employees); for the same reason, canteen staff have reservations about how AI would work and they understand very little about how their canteen affects or is affected by the AI-driven management. In a similar vein, Duchessi and O’Keefe (1995) indicates that AI applications are unlikely to be used if no incentives are offered, perhaps because that managers and organizations are not entirely sure how AI can be utilized into the managerial practices. Due to its controversial character, AI seems to be a double-edged sword to management, implying that there are still many questions about the influence of AI, knowledge of AI implementation, as well as AI’s implication on personnel policies and practices such as personnel recruitment, placement, appraisal, discipline and succession planning. Following this logic, the Special Issue seeks to address the need for research by soliciting, publishing, and disseminating theoretical developments that focus on AI and its implications in management. We seek manuscripts with strong theoretical foundations and insightful evidence to stimulate further research. We welcome articles that explicate AI-embedded management from either an empirical-practice perspective or a longitudinal indigenous approach. In doing so, the Special Issue will be able to introduce the relatively novel concept of "AI-embedded employee management" and critically evaluates AI’s implications to individual employees, workplace teamwork, group dynamics and organizational performance. More proactively, the Special Issue will help managers and organizations to develop AI-driven set of management guidelines, which not only serve the first step in promoting the use of artificial intelligence in modern organizational management, but also contribute to the development of an AI-management protocol for the managerial practitioners around the world.
The Research Scope of the Special Issue ·AI and human capital ·AI and employee behavior ·AI and managerial policy ·AI and organizational development ·Technology and people management
The Article Title of the Special Issue 1:To be confirmed after manuscripts received. 2:Same as above. 3:Same as above. 4:Same as above. 5:Same as above. 6:Same as above. 7:Same as above.
Submission guidelines All papers should be submitted via the Modern Management Forum submission system: http://ojs.usp-pl.com/index.php/Modern-Management-Forum/index Submitted articles should not be published or under review elsewhere. All submissions will be subject to the journal’s standard peer review process. Criteria for acceptance include originality, contribution, scientific merit and relevance to the field of interest of the Special Issue.
Important Dates Paper Submission Due: September , 2019
The Lead Guest Editor Kirk Chang |
