[논문]인공지능 인사담당자와 인간 인사담당자에 대한 잠재적 입사지원자들의 인식 비교 연구

민지현; 김시내; 박용욱; 손영우

doi:10.15207/jkcs.2018.9.5.191

인공지능 인사담당자와 인간 인사담당자에 대한 잠재적 입사지원자들의 인식 비교 연구
A Comparative Study of Potential Job Candidates' Perceptions of an AI Recruiter and a Human Recruiter 원문보기 논문타임라인

한국융합학회논문지 = Journal of the Korea Convergence Society, v.9 no.5, 2018년, pp.191 - 202

민지현 (연세대학교 심리학과) , 김시내 (연세대학교 심리학과) , 박용욱 (연세대학교 심리학과) , 손영우 (연세대학교 심리학과)

초록
AI-Helper

최근 들어 인공지능이 인사선발 업무에서 활용되고 있으며, 인공지능이 인사선발 결정을 할 것으로 예측되고 있다. 본 연구에서는 인간이 채용하는 절차와 인공지능이 채용하는 절차를 비교하여 인공지능 인사담당자에 대한 잠재적 입사지원자들의 인식을 파악하였다. 대한민국의 대학생들을 대상으로 연구를 진행하였으며, 집단 간 설계(between-group design) 방식으로 2가지 시나리오(인간 인사담당자 vs 인공지능 인사담당자)를 제시하고 채용 절차에 대한 만족도, 절차공정성, 인사담당자에 대한 신뢰, 그리고 정당세상믿음을 측정하였다. 그 결과 잠재적 입사지원자들은 인공지능이 채용하는 절차를 인간이 채용하는 절차보다 더 만족했고, 더 공정하다고 인식하였으며, 인공지능 인사담당자를 인간 인사담당자보다 더 신뢰하였다. 또한 세상이 정당하다고 믿는 정도에 따라 인간과 인공지능에 대한 인식에 차이가 있는 것으로 나타났다. 본 연구의 결과를 토대로 향후 연구 방향성을 제시하였다.

Abstract ▼ AI-Helper

Artificial intelligence (AI) is already being utilized in certain personnel selection processes in organizations; AI will eventually make even final decisions for personnel selection. The present study investigated potential job candidates' perceptions of an AI recruiter by comparing the selection procedures carried out by an AI recruiter to those carried out by a human recruiter. For this study college students in South Korea were recruited. They were each shown one of two recruitment scenarios (human recruiter vs. AI recruiter; between-subject design) followed by questionnaires measuring their satisfaction with the selection procedures and procedural justice, their trust in the recruiter, and their belief in a just world. Results show that potential job candidates were more satisfied with the selection procedures used by the AI recruiter than the human recruiter; they perceived the procedures as fairer than those used by the human recruiter. In addition, potential job candidates' trust in the AI recruiter was significantly higher than their trust in the human recruiter. This study also explored whether potential job candidates' perceptions of the AI and human recruiter were contingent upon their beliefs in a just world. The present study suggests a direction for future research.

주제어

AI 본문요약
AI-Helper

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문제 정의

The study also aimed to compare potential job applicants’ trust in a human recruiter with their trust in an AI recruiter.
This study examined potential job candidates’ perceptions of the interactions between a job applicant and a human recruiter or an AI recruiter.
This study identified the different perceptions of potential job candidates regarding human recruiters carrying out selection procedures and AI recruiters carrying out the same procedures. Results showed that potential job applicants were more satisfied with the selection procedures and perceived them as fairer when they were conducted by the AI recruiter than when they were conducted by a human.

제안 방법

0. First, the descriptive statistics and correlations of variables were analyzed. Independent two-sample t-tests were conducted to identify any differences in the levels of satisfaction, perceptions of procedural justice, and trust in the recruiter between the group that viewed the scenario in which the human recruiter conducted the selection procedure and the group that viewed the scenario in which the AI recruiter conducted the selection procedure.
It consisted of four items designed to assess the individual’s beliefs about the procedural justice of the world.
To measure satisfaction with the selection process, the Satisfaction Scale developed by Macan, Avedon, Paese, and Smith (1994) was adapted. It consisted of two items and used a five-point Likert scale ranging from 1 (Totally disagree) to 5 (Totally agree). The higher the score, the greater the individual’s satisfaction with the selection process.
Specifically, one purpose of the study was to understand whether a potential job applicant’s degree of belief that the world is just would influence his or her perception of the selection process as carried out by a human or by the AI.
The study aimed to identify the differences in perceptions of recruiter type (human vs. AI) by comparing both satisfaction with the selection process and perception of procedural justice in the selection process. The study also aimed to compare potential job applicants’ trust in a human recruiter with their trust in an AI recruiter.
First, potential job applicants are likely to perceive a selection process conducted by an AI as more satisfactory and more just than the same process conducted by a human, and this implies that potential job applicants have a positive perception of selection procedures performed by an AI. The two scenarios used in this study equally controlled for the experience and ability of both the human and AI recruiter, and suggested a fair selection process. Nonetheless, there were significant differences between perceptions of the human and the AI.
Therefore, this experiment allowed participants (potential job applicants) to judge the degree of justice based on the situation suggested in the scenario by inserting “voice” stimulus.

대상 데이터

After completing the survey, participants could obtain their compensation, provided by the survey firm. After eliminating 9 respondents who were insincere about wanting to participate, the final sample contained 191 participants (101 males and 90 females). The average age was 22.
A survey firm and online survey system were used for data collection. The survey firm contacted a variety of colleges and departments to recruit participants. The firm sent links to the survey to participants.
This study targeted students attending colleges in South Korea who were potential job applicants. A survey firm and online survey system were used for data collection.

이론/모형

Since this study focused on the perception of procedural justice in the personnel selection process, one factor from the K-BJWS—the Procedural Justice-Self (PJ-self) factor—was used.
The Procedural and Distributive Just World Belief Scale (PDJWBS) [31] was developed by Lucas, Zhdanova, and Alexander (2011) to estimate the degree of an individual’s belief that the world is just. The Korean version of the scale, validated by Kim, Kim, Park, and Kim (K-BJWS; 2017) was used for this study [32]. Since this study focused on the perception of procedural justice in the personnel selection process, one factor from the K-BJWS—the Procedural Justice-Self (PJ-self) factor—was used.

성능/효과

This study has several implications. First, potential job applicants are likely to perceive a selection process conducted by an AI as more satisfactory and more just than the same process conducted by a human, and this implies that potential job applicants have a positive perception of selection procedures performed by an AI. The two scenarios used in this study equally controlled for the experience and ability of both the human and AI recruiter, and suggested a fair selection process.
In this study, a participant’s level of satisfaction with the selection procedures and the participant’s trust in the recruiter by type of recruiter (human vs. AI) was influenced by the participant’s belief that the world was fair in terms of procedure.
Results showed that belief in a just world (PJself) significantly moderated the relationship between recruiter type and satisfaction with the selection procedures (ΔR2=.042, β = -.293 p < .01); belief in a just world (PJself) marginally significantly moderated the relationship between recruiter type and perceptions of procedural justice (ΔR2= .014., β = -.172, p = .73); belief in a just world significantly moderated the relationship between recruiter type and trust in the recruiter (ΔR2=.031, β = -.253, p < .05).
This study identified the different perceptions of potential job candidates regarding human recruiters carrying out selection procedures and AI recruiters carrying out the same procedures. Results showed that potential job applicants were more satisfied with the selection procedures and perceived them as fairer when they were conducted by the AI recruiter than when they were conducted by a human. Furthermore, potential job applicants had greater trust in the AI than the human recruiter.
The results suggest that the levels of satisfaction with the selection procedures and trust in the recruiter by type of recruiter(human vs. AI) differed according to the potential job applicant’s belief that the world is fair in terms of procedure.
In this regard, the present study predicted that potential job applicants who believed that the world was not just would perceive the personnel selection procedure as carried out by the AI as being more satisfactory and more just than the procedure as carried out by a human. The study also predicted that, for these applicants, the AI recruiter would be perceived as more trustworthy.
Also, a well-designed AI should operate according to a consistent evaluation system and is very unlikely to be affected by external pressure or conflicts of interest. Thus, this study predicted that potential job candidates would perceive the procedures used by an AI as more satisfactory and fairer than those used by a human; also, this study predicted that potential job candidates would have greater trust in the AI recruiter.

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