Employee Attitudes, Technological Anxiety, and Change Readiness for Artificial Intelligence Adoption

Suseno, Yuliani; Hudík, Marek; Fang, Eddy S.; Guo, Zixuan

doi:10.5465/ambpp.2020.20045abstract

Cited by 6 publications

(4 citation statements)

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“…( 2021) found that HPWS can reduce the negative impact between individual AI Anxiety and Change Readiness to Adopt AI . Similar results were also found by Suseno et al ., (2020) who found that HPWS can reduce the negative impact of technology anxiety on employees' change readiness to adopt AI . HPWS can increase the success of change implementation by involving individuals in fighting for change (Kalyal & Grabarski, 2020) .…”

Section: Introductionsupporting

confidence: 92%

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The influence of beliefs and anxiety in using artificial intelligence towards readiness to change with high performance work systems as a moderating variable

Novita,

Sulastri

2023

hrms

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This research aims to examine the influence of: (1) Beliefs in Using AI on Change Readiness to Adopt AI among PT SP Manufacturing employees . ( 2) Anxiety in Using AI on Change Readiness to Adopt AI among PT SP Manufacturing employees . ( 3) HPWS moderates the relationship between Anxiety in Using AI and Change Readiness to adopt AI in PT SP Manufacturing employees . This research uses a causative design. The population of this study was 133 employees of PT SP Manufacturing who use AI-based products and a sample of 100 people was taken using clustered simple random sampling. Data collection used a questionnaire with a Likert Scale. The results of data management show that: (1) Beliefs in Using AI has a positive effect on Readiness to Change to Adopt AI. (2) Anxiety in Using AI has a negative effect on Change Readiness to Adopt AI. (3) HPWS significantly moderates the relationship between Anxiety in Using AI and Readiness to Change to Adopt AI. HPWS weakens this relationship.

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Section: Introductionsupporting

confidence: 92%

“…Research by Ittner et al ( 2019) andMA Ayanwale et al . (2022) found that Anxiety has a significant effect on Readiness to Change, while research by Suseno et al . (2020) and Suseno et al .…”

Section: Introductionmentioning

confidence: 98%

The influence of beliefs and anxiety in using artificial intelligence towards readiness to change with high performance work systems as a moderating variable

Novita,

Sulastri

2023

hrms

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“…Due to its adaptive nature, SCT is often used to examine the reasons for individuals who adopt certain behaviours (Compeau and Higgins, 1995;Straub, 2009). Accordingly, it has been applied to account for the adoption of technologies, such as computers (Conrad and Munro, 2008) or AI (Suseno et al, 2020). SCT implies that decisions as to whether and the extent to use technology are related to self-efficacy, positive outcome expectations (Hsu et al, 2004;Liu, 2016) and personal characteristics, such as, lifestyle compatibility (Bandura, 1986;Rogers, 1995).…”

Section: Social Cognitive Theory (Sct)mentioning

confidence: 99%

Critical factors characterizing consumers’ intentions to use drones for last-mile delivery: Does delivery risk matter?

Osakwe

Hudík

Říha

et al. 2022

Journal of Retailing and Consumer Services

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“…Employee attitude is characterized by the overall mind-set, beliefs, emotions, and behaviours of an individual towards their work, colleagues, and organization. It reflects their level of satisfaction, commitment, motivation, and engagement within the workplace (Suseno et al, 2020).…”

Section: Employee Valuementioning

confidence: 99%

Enhancing Employee Efficiency Through Deep-Level Workforce Diversity: A Study of Selected Deposit Money Banks in Lagos State

2024

strategicjournals.com

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Deposit Money Banks (DMBs) play a vital role in a country's financial stability and economic growth by facilitating fund flows and offering crucial financial services. Despite efforts to improve employee efficiency within DMBs, the desired outcomes may not have been achieved due to a lack of emphasis on deep-level diversity. Understanding deep-level diversity is crucial for comprehending individual employees' complexities and their impact on performance. Unfortunately, many organizations, including DMBs, tend to prioritize surface-level characteristics, overlooking the nuanced qualities that define employees. This oversight contributes to challenges in optimizing employee performance, resulting in reduced efficiency within certain DMBs. Acknowledging and addressing deep-level diversity is imperative for organizations aiming to succeed in today's intricate global business environment. Hence, this study examined deep-level workforce diversity and employee efficiency in selected deposit money banks in Lagos State, Nigeria. The research employed a survey methodology, targeting a population of 4,871 employees from five chosen deposit money banks in Lagos State, Nigeria. A sample size of 464 was determined based on a sample size table provided by the research advisor. Data collection utilized a validated questionnaire with structured format. The reliability of constructs, measured through Cronbach's alpha coefficients, ranged from 0.70 to 0.94. A response rate of 78.9% was achieved. Data analysis encompassed descriptive techniques along with inferential statistics such as multiple linear regression. The findings revealed that deep-level workforce diversity had significant effect on employee efficiency in selected deposit money banks in Lagos, Nigeria (Adj. R 2 = 0.333; F (4,361) = 46.558, p < 0.05). The study concluded that deep-level workforce diversity enhanced employee efficiency in selected deposit money banks in Lagos, Nigeria. The study therefore recommended that management of deposit money banks should implement strategies to embrace and leverage deep-level workforce diversity to enhance employee efficiency and overall organizational performance.

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Employee Attitudes, Technological Anxiety, and Change Readiness for Artificial Intelligence Adoption

Cited by 6 publications

References 0 publications

The influence of beliefs and anxiety in using artificial intelligence towards readiness to change with high performance work systems as a moderating variable

The influence of beliefs and anxiety in using artificial intelligence towards readiness to change with high performance work systems as a moderating variable

Critical factors characterizing consumers’ intentions to use drones for last-mile delivery: Does delivery risk matter?

Enhancing Employee Efficiency Through Deep-Level Workforce Diversity: A Study of Selected Deposit Money Banks in Lagos State

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