Social and Ethical Problems of Digital Technologies Application in Human Resource Management

Effect of Personality Traits and Demographics on the Employment Status of Latin American Students

“…In particular, openness has been widely recognized as a personal characteristic that promotes business creation and selfemployment since it is related to the acceptance of new experiences (Mühlig-Versen et al, 2012;Zaninotto et al 2018), greater creativity (Feist, 2019;Zhang et al, 2019) and a higher predisposition to take risks (Łakuta, 2019;Tagini et al, 2021), all of which are also characteristics related to people who are self-employed through business creation. Moreover, the results related to the positive incidence of conscientiousness among people in dependent employment are in line with previous investigations that found a positive effect of discipline and responsibility on obtaining and maintaining jobs (Pouratashi and Zamani, 2019;Konovalova and Mitrofanova, 2021). In a similar sense, extraversion has been linked to effective communication and greater persuasion.…”

Technology Management in the Age of Digital Technologies

“…She can avoid to create, if it does not make sense, morally, emotionally, or by intrinsic motivation." Discussions on trust, ethics, and fairness are increasingly becoming critical concerns about AI algorithms [43]. For example, AI algorithms find patterns within datasets that reflect implicit biases such as gender and, in so doing, emphasize and reinforce these biases as global truth in employment software [44].…”

“…Fourth, the paper does not cover all aspects of the implications of DT-induced changes. Even though the paper briefly mentions some negative impacts of DTs, such as unemployment and ethics, the paper does not cover the negative impact of DTs in-depth [43,44]. Another sensitive issue concerns the impact of DT at the individual level for engineers and TM managers.…”

The Impact of Artificial Intelligence on Human Resources Management Strategy: Opportunities for the Humanisation and Risks

“…Subsequently, various types of subjective discomfort associated with the "programming" of choice, the effects of reducing motivation, etc., may arise. When using AI in hiring models, experts ask themselves whether AI will be able to identify candidates with "unusual talent" who do not fit the standard model but can bring new skills and experience (Konovalova & Mitrofanova, 2021;Tikhonov, 2020).…”

“…According to a study by LinkedIn, 67% of hiring managers and recruiting agencies said AI saves them time when looking for candidates for jobs. AI can make the hiring process more convenient for the hiring organisation and its job seekers (Konovalova & Mitrofanova, 2021). For example, artificial intelligence technology can streamline application processes by creating more user-friendly forms that a candidate for a job is more likely to fill, effectively reducing the number of abandoned applications.…”