Responsible Human-Centered Artificial Intelligence for the Cognitive Enhancement of Knowledge Workers

Weekes, Troy R.; Eskridge, Thomas. C.

doi:10.1007/978-3-031-21707-4_41

Cited by 4 publications

(1 citation statement)

References 29 publications

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“…Publications were systematized and finally assigned to a configuration against this background. To give an illustration with selected examples for the treatment of dominant and supporting criteria: Weekes and Eskridge (2022a) emphasized technological characteristics for fostering explainability but went further in a second publication (Weekes and Eskridge, 2022b) on "Cognitive Enhancement of Knowledge Workers, " in which they reflect human agency and augmentation. This is why the same authors can be represented in different configurations by different publications-in this case, in the engagement for data and technostructure with the first paper and the engagement for proficiency with the second paper.…”

Section: Search Strategy and Data Evaluationmentioning

confidence: 99%

Configurations of human-centered AI at work: seven actor-structure engagements in organizations

Wilkens,

Lupp,

Langholf

2023

Front. Artif. Intell.

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PurposeThe discourse on the human-centricity of AI at work needs contextualization. The aim of this study is to distinguish prevalent criteria of human-centricity for AI applications in the scientific discourse and to relate them to the work contexts for which they are specifically intended. This leads to configurations of actor-structure engagements that foster human-centricity in the workplace.Theoretical foundationThe study applies configurational theory to sociotechnical systems’ analysis of work settings. The assumption is that different approaches to promote human-centricity coexist, depending on the stakeholders responsible for their application.MethodThe exploration of criteria indicating human-centricity and their synthesis into configurations is based on a cross-disciplinary literature review following a systematic search strategy and a deductive-inductive qualitative content analysis of 101 research articles.ResultsThe article outlines eight criteria of human-centricity, two of which face challenges of human-centered technology development (trustworthiness and explainability), three challenges of human-centered employee development (prevention of job loss, health, and human agency and augmentation), and three challenges of human-centered organizational development (compensation of systems’ weaknesses, integration of user-domain knowledge, accountability, and safety culture). The configurational theory allows contextualization of these criteria from a higher-order perspective and leads to seven configurations of actor-structure engagements in terms of engagement for (1) data and technostructure, (2) operational process optimization, (3) operators’ employment, (4) employees’ wellbeing, (5) proficiency, (6) accountability, and (7) interactive cross-domain design. Each has one criterion of human-centricity in the foreground. Trustworthiness does not build its own configuration but is proposed to be a necessary condition in all seven configurations.DiscussionThe article contextualizes the overall debate on human-centricity and allows us to specify stakeholder-related engagements and how these complement each other. This is of high value for practitioners bringing human-centricity to the workplace and allows them to compare which criteria are considered in transnational declarations, international norms and standards, or company guidelines.

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Section: Search Strategy and Data Evaluationmentioning

confidence: 99%

Configurations of human-centered AI at work: seven actor-structure engagements in organizations

Wilkens,

Lupp,

Langholf

2023

Front. Artif. Intell.

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Can Human Enhancement Technologies Serve as Catalysts for Job Satisfaction in the Workplace?

Kaur,

Preet,

Chahal

2024

Advances in Human Resources Management and Organizational Development

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The study focuses on the impact of human enhancement technologies (HET) on job satisfaction from the human resources (HR) standpoint. It starts with the introduction and history of HET considering the types, cognitive, physical, and emotional booster, and recent developments. The chapter then provides details of the theoretical constructs used in the measurement of job satisfaction, the intrinsic and extrinsic incentive stemming from work, a favourable work environment, and the organizational culture. The consequence of the analyzed augmentation technologies include cognitive ones like brain-computer interface and the impact of memory, attention, and problem-solving on physical enhancements like exoskeletons and prosthetics, and emotional technologies for stress management and well-being.

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Building a Safer Workplace in the Age of Human Enhancement

Singh,

Noel

2024

Advances in Human Resources Management and Organizational Development

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The biotechnological as well as information technologies developing in the area of human enhancement rapidly offer opportunities as well as risks concerning occupational health. The type of posthumanism under consideration in this chapter is work-related posthumanism, meaning that the detected advanced technologies such as wearable exoskeletons, cognitive augmentation devices, and AI-based monitoring systems – are incorporated into occupations. Among these issues there are common questions which are compatibility with the current safety standards; the question of privacy; and in general the question of whether the method's task has become more complicated in identifying hazards and risks. At the same time, these technologies can use potentially higher productivity, the body and its fatigue are spared, and more valuable time and real-time feedbacks are freed for more efficient decisions.

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Responsible Human-Centered Artificial Intelligence for the Cognitive Enhancement of Knowledge Workers

Cited by 4 publications

References 29 publications

Configurations of human-centered AI at work: seven actor-structure engagements in organizations

Configurations of human-centered AI at work: seven actor-structure engagements in organizations

Can Human Enhancement Technologies Serve as Catalysts for Job Satisfaction in the Workplace?

Building a Safer Workplace in the Age of Human Enhancement

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