算法评估无法提供的是:尊重待遇和个性化考虑
Jinseok S Chun1, David De Cremer2, Eun-Ji Oh3
1Sungkyunkwan University, Seoul, South Korea. jschun2000@gmail.com.
Scientific reports
|October 30, 2024
概括
人工智能 (AI) 的工作场所评估可能会感到不尊重,甚至比感知偏见更严重. 员工觉得人工智能系统没有考虑他们的独特特征,影响了尊严.
科学领域:
- 工作场所心理学 工作场所心理学
- 人与计算机的互动.
- 组织行为组织行为.
背景情况:
- 组织越来越多地使用人工智能 (AI) 进行员工评估.
- 现有研究强调了人们对人工智能驱动的评估中被认为存在偏见的担忧.
- 人工智能对员工对尊严和尊重的看法的影响需要进一步调查.
研究的目的:
- 调查算法 (AI) 与人类评估对员工对尊重和尊严的看法的影响.
- 要确定从AI评估中感知到的不尊重是否与感知到的偏见有所区别或解释.
- 确定人工智能驱动的工作场所评估中人们对不尊重的看法的根本原因.
主要方法:
- 对员工对人工智能驱动的评估与人类领导的评估的看法进行比较分析.
- 统计建模以评估AI评估,感知偏见和感知不尊重之间的关系.
- 在AI评估中对不尊重的看法有助于因素的检查.
主要成果:
- 算法评估导致对不尊重待遇的看法,独立于所感知的偏见.
- 人工智能感知不尊重是一个比感知偏见更重要的结果.
- 员工认为人工智能评估是不尊重的,因为他们的详细特征没有得到充分考虑.
结论:
- 人工智能在工作场所评估中的风险超越了偏见,严重缺乏尊重和尊严.
- 组织必须解决人工智能系统如何考虑个体特征,以减轻不尊重的感觉.
- 未来的人工智能开发应该优先考虑公平性和承认个人员工尊严.
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