当算法管理者未能履行他们的承诺时:人类形态主义在塑造正义观念中的作用
Kyriaki Fousiani1, Lorenz Reinold Cremer1, Mehmet Çetin2,3
1Department of Psychology, University of Groningen, Groningen, The Netherlands.
PloS one
|February 20, 2026
概括
当算法管理者违反交易承诺时,员工认为公平性会降低,特别是如果管理者缺乏类似人类的特征. 人类化经理可以减轻负面反应,但会引起对问责制的伦理担忧.
科学领域:
- 组织行为 组织行为
- 人与计算机的交互
- 管理科学 管理科学
背景情况:
- 算法管理在工作场所越来越普遍.
- 员工对公平 (分配正义) 的看法对于组织的运作至关重要.
- 人类形象主义理论建议将类似人类的品质归因于非人类实体.
研究的目的:
- 调查员工对分配正义的看法,当算法管理者未能履行承诺时.
- 检查算法经理人形主义在这些感知中的调节作用.
- 在研究2中探索感知刚性的调解作用.
主要方法:
- 与员工进行的两次图片实验 (N=258在第1研究中,N=248在第2研究中).
- 一个2x2主体之间的设计,操纵承诺类型 (关系式与交易式) 和经理人形 (高与低).
- 第二项研究包括对感知刚性的调解分析.
主要成果:
- 当算法管理者未能履行交易承诺时,与关系承诺相比,员工认为分配正义较低.
- 当算法经理具有较低的人类化特征时,这种效应更强烈.
- 第二项研究证实,低的人类形象和未实现的交易承诺导致对算法管理员更强硬的看法,这反过来减少了分配正义.
结论:
- 将类似人类的特征添加到算法管理者身上,可以缓冲员工对未履行承诺的负面反应.
- 然而,鼓励人类形象主义引发了关于模糊边界和问责制的伦理问题.
- 结果表明,在人工智能管理系统中实施人形特征的细微方法.
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