AI‐based voice assistants are some of the most popular consumer products of artificial intelligence technology. This study investigates the influence of the reasoning process on overall consumer attitudes and adoption intentions towards AI‐based voice assistants. Behavioural reasoning theory was applied to hypothesize relationships between values, context‐specific reasons, attitudes, and adoption intention. Partial least squares structural equation modelling was used to test the research model and hypotheses using data from 550 potential consumers in India. This research suggests a positive influence of consumers' ‘reasons for’ on their attitude and adoption intentions towards AI‐based voice assistants, as well as a favourable impact of consumers' values on ‘reasons for’. This study discovered that ‘reasons for’ and ‘reasons against’ are not only opposites but are entirely autonomous and have an independent impact on consumers' attitudes towards AI‐based voice assistants. This research improved our understanding of AI‐based product adoption by identifying the paramount role of consumers' values and the ‘reasons for’ and ‘reasons against’ in shaping their attitudes and adoption intentions towards AI‐based voice assistants.

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Artificial intelligence (AI) continues to be a puzzling hypothesis, and it's probable that philosophical zeal might have influenced service standards of AI far beyond reality. This chapter contributes to the domain of AI in HRM, gives in depth theoretical analysis of the field, and opens up new avenues for researchers to examine. While analysis found that AI technologies like machine learning (ML), natural language processing (NLP), machine vision and recommendation systems are being used in HRM functions for distinctive uses. Analysis of the literature also revealed that automation, cost optimisation, and technological development acts as enablers for AI incorporation in HRM domain. Lack of skills, unrealistic standards, privacy and security, and job obsolescence are the factors that act as hindrances during adoption of AI-systems in HRM. Study also revealed that the major applications of AI in HRM are in screening and hiring process; automated induction process; skill development and training; decision making; queries and feedback ; performance appraisal; and employee involvement.