D3 B4 (15min pres)
Tracks
Track B | Ballroom 2 (recorded for In-person & digital)
| Saturday, October 26, 2024 |
| 12:00 PM - 12:15 PM |
| Stream B | Ballroom 2 |
Overview
My boss is a robot - will it treat me like one?
(Madison Kho)
Presenter
Dr Madison Kho
Research Fellow
Curtin University
My boss is a robot - will it treat me like one?
12:00 PM - 12:15 PMAuthor(s)
Kho, Madison C; Parent-Rocheleau, X; Mertens, A; Parker, S P
Abstract
Background: Algorithmic management (AM) is one of the most disruptive forms in which artificial intelligence technology is being applied into the workplace. Workers’ perceptions of the appropriateness of AM decisions may have the potential to contribute to experiences of organisational dehumanization and in turn lead to detrimental employee outcomes.
Aim: This research aims to investigate whether the association between perceived appropriateness of AM and self-reported job satisfaction and intention to quit, occurs via perceived organizational dehumanization.
Method: 400 participants recruited from Mechanical Turk completed a survey study answering questions about their exposure to AM at work, its perceived appropriateness, organizational dehumanization, and job satisfaction and intention to quit. A mediation analysis was conducted using structural equation modelling.
Results: When controlling for exposure to AM, organizational dehumanization mediated the association between perceived appropriateness of AM and job satisfaction and intention to quit. This was such that greater perceived appropriateness of AM was negatively associated with organizational dehumanization which in turn was negatively associated with job satisfaction and positively associated with intention to quit.
Discussion and Implications: The results indicate that “how you are treated” rather than “what you are treated by” are more essential when predicting experiences of organisational dehumanisation. Whilst technologies such as AM are being implemented into the workplace, it is important to clarify the conditions in which they optimise rather than detriment worker outcomes. Future research can further discern how AM be programmed to make appropriate decisions for workers that prevent experiences of organizational dehumanization.
Aim: This research aims to investigate whether the association between perceived appropriateness of AM and self-reported job satisfaction and intention to quit, occurs via perceived organizational dehumanization.
Method: 400 participants recruited from Mechanical Turk completed a survey study answering questions about their exposure to AM at work, its perceived appropriateness, organizational dehumanization, and job satisfaction and intention to quit. A mediation analysis was conducted using structural equation modelling.
Results: When controlling for exposure to AM, organizational dehumanization mediated the association between perceived appropriateness of AM and job satisfaction and intention to quit. This was such that greater perceived appropriateness of AM was negatively associated with organizational dehumanization which in turn was negatively associated with job satisfaction and positively associated with intention to quit.
Discussion and Implications: The results indicate that “how you are treated” rather than “what you are treated by” are more essential when predicting experiences of organisational dehumanisation. Whilst technologies such as AM are being implemented into the workplace, it is important to clarify the conditions in which they optimise rather than detriment worker outcomes. Future research can further discern how AM be programmed to make appropriate decisions for workers that prevent experiences of organizational dehumanization.
Learning outcomes
- understand the functions that algorithmic management is capable of completing
- understand how organizational dehumanization is experienced
- understand conditions in which algorithmic management may lead to experiences of organizational dehumanization
- understand how organizational dehumanization is experienced
- understand conditions in which algorithmic management may lead to experiences of organizational dehumanization
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Dr Madison Kho is an Organisational Psychologist who received her PhD from Macquarie University. Madison is currently working as a Research Fellow at the Centre of Transformative Work Design, based at Curtin University’s Future of Work Institute. Her research interests include psychosocial risks, work design and resilience training to improve employee experiences of work and wellbeing. She has worked with a variety of occupational groups, including military, veterinarians, health practitioners, and aged care workers.
