Analyzing Employees’ Perceptions of Using Artificial Intelligence and Gamification in HRM Practices on Employee’s Job Insecurity
Analyzing Employees’ Perceptions of Using Artificial Intelligence and Gamification in HRM Practices on Employee’s Job Insecurity
Analyzing Employees’ Perceptions of Using Artificial Intelligence and Gamification in HRM Practices on Employee’s Job Insecurity
By Sara Mohamed Abdelaziz El-Menawy
Abstract
"Research on Artificial Intelligence (AI) and Gamification (GF) continues to expand, and the use of artificial intelligence has sparked discussions on the future direction of human resource management practices. The importance of artificial intelligence (AI) in the field of human resource management has increased as it enables departments to fulfil their duties more effectively. A specific focus on employees' perceptions of using Artificial Intelligence and Gamification in Human Resource Management Practices (HRMP) is still limited. This research aims to reveal the perceptions of HR employees towards artificial intelligence (AI) and Gamification (GF) in managing Human Resource Management Practices (HRMP). In addition, examining the relationship between using Artificial Intelligence and Gamification on Employees' Job Insecurity (JOBINS). This research has used a quantitative approach and data analysis. total of 450 respondents were involved in this research, but only 400 were qualified. the respondents are Human Resource employees in many sectors. Correlation and Regression analysis are used to test the research hypotheses. The results of this research revealed that Using both Artificial Intelligence and Gamification has a significant positive effect on employees' job insecurity. In addition, the use of Artificial Intelligence (AI) in the training and development process could help employees reduce the stress and time they spend on searching for and finding the right candidate. It could also help them improve the efficiency of their work by allowing them to focus on the training and not on the monotonous tasks. Moreover, using Gamification (GF) in managing Human Resource Management Practices (HRMP) could increase the employees’ motivation and Engagement. The contribution of this research to the literature is examining the gap between employees’ perceptions towards Artificial Intelligence (AI) and Gamification (GF) in managing Human Resource Management Practices (HRMP) and the impact on employees’ Job insecurity (JOBINS). This research provides a comprehensive analysis of the perceptions of employees about the use of artificial intelligence and gamification in HR departments. It also provides valuable insight into the potential of this technology in improving the efficiency of organizations. Further research is also needed to determine if the findings from this research could be applied to all employees inside the organization not only the employees who are working in HR department. In addition, it would be beneficial to conduct further studies on how to develop effective training and briefing materials for use of Artificial Intelligence in recruitment systems."
Reference
El-Menawy, S. M. A., & Abdelaziz, M. (2022). Analyzing employees’ perceptions of using artificial intelligence and gamification in HRM practices on employee’s job insecurity. The Business and Management Review, 13(2), 246-261. https://www.researchgate.net/publication/363367083_Analyzing_Employees%27_Perceptions_of_Using_Artificial_Intelligence_and_Gamification_in_HRM_Practices_on_Employee%27s_Job_Insecurity
Keywords
artificial intelligence, employees' job insecurity, gamification, hrm practices