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<p>Artificial intelligence (AI) has greatly enhanced the effectiveness of human resource management (HRM). Previous studies have primarily focused on the benefits that AI brings to the HRM process. Despite increasing attention to the applicant’s perspective, conflicting findings persist regarding how applicants respond to AI-driven decision-making processes. Drawing upon prospect theory, we conducted a survey in campus recruitment and four online experiments about HRM decisions to determine if applicants hold a lay belief that an AI agent is more consistent than a human in making decisions, and furthermore, if applicants’ relative advantage strongly affects their preference for AI decision-making. Specifically, we found that applicants who are at an advantage prefer AI decision-making more than those at a disadvantage because they desire a highly consistent agent to maintain their existing advantages. However, their preference for AI decreases when decision-making is not transparent. Our findings not only help to clarify when and why applicants like or dislike AI decision makers but also provide advice for HRM departments to better employ AI decision-making systems.</p>

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“When I Have the Advantage, I Prefer AI!” The Influence of an Applicant’s Relative Advantage on the Preference for Artificial Intelligence Decision-making

  • 期刊论文

  • 发表日期：

    2025年3月18日

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  • Jiaming Liang,
  • Yimin Zhu,
  • Jifei Wu,
  • Chen Chen

摘要

Artificial intelligence (AI) has greatly enhanced the effectiveness of human resource management (HRM). Previous studies have primarily focused on the benefits that AI brings to the HRM process. Despite increasing attention to the applicant’s perspective, conflicting findings persist regarding how applicants respond to AI-driven decision-making processes. Drawing upon prospect theory, we conducted a survey in campus recruitment and four online experiments about HRM decisions to determine if applicants hold a lay belief that an AI agent is more consistent than a human in making decisions, and furthermore, if applicants’ relative advantage strongly affects their preference for AI decision-making. Specifically, we found that applicants who are at an advantage prefer AI decision-making more than those at a disadvantage because they desire a highly consistent agent to maintain their existing advantages. However, their preference for AI decreases when decision-making is not transparent. Our findings not only help to clarify when and why applicants like or dislike AI decision makers but also provide advice for HRM departments to better employ AI decision-making systems.