인공지능 기술 적용에 대한 한국 직장인의 태도: 척도 개발 및 타당화 연구
Korean workers’ attitudes towards artificial intelligence application at work: Scale development and validation
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본 연구의 목적은 일터에서의 인공지능 기술 적용에 대한 한국 직장인의 다차원적 태도를 개념화하고 이를 측정할 수 있는 한국형 인공지능 기술 적용에 대한 직장인의 태도(Korean version of Attitudes towards Artificial intelligence Application at Work, K-AAAW) 척도를 개발하는 것이다. 총 세 개 연구를 진행한 결과, 여섯 가지 차원 하에 27개 문항으로 구성된 한국인의 일터에서 인공지능 기술 적용에 대한 태도를 측정하는 척도를 개발하였다. 여섯 개의 차원은 인공지능 기술에 대한 지각된 의인화, 지각된 적응성, 지각된 질, 인공지능 기술 사용의 불안, 직무 불안정성, 개인적 유용성이었다. 연구 1에서는 문항을 축소하고 인공지능 기술 적용에 대한 다차원적 구조를 확인하였다. 연구 2에서는 최종적으로 문항을 확정하고, 여섯 개의 차원과 성격 요인 및 조직 변인의 관계를 통해서 외적 타당도를 확인하였다. 연구 3에서는 요인 구조를 재확인하고, K-AAAW가 인공지능 채용 과정에서 조직에 대한 태도를 예측하는지 준거 타당도를 확인하였다. 또, 기존 척도와의 비교를 통해 수렴 및 변별 타당도를 확인하였다. 본 연구를 바탕으로 K-AAAW 척도의 의의, 한계점, 그리고 향후 연구 방안을 논의하였다.
Abstract
In this research, we aim to conceptualize and develop a scale to measure Korean workers’ multidimensional attitudes toward the application of artificial intelligence (AI) technology in the workplace. Based on three studies, we developed and validated the Korean version of Attitudes towards Artificial Intelligence Application at Work (K-AAAW) scale, adapted from the English version of the AAAW. Results showed that the 27-item scale consists of six dimensions: perceived humanlikeness, perceived adaptability, perceived quality, AI use anxiety, perceived job insecurity, and personal utility. In Study 1, we conducted item reduction and identified a multidimensional structure of K-AAAW. In Study 2, the six-dimensional factor structure was identified using a separate sample of working adults, and external validity evidence was examined by examining the relationships between the six factors of K-AAAW and personality factors and organizational variables. In Study 3, we examined K-AAAW’s predictive validity evidence by exploring the relationships between the K-AAAW factors and job applicants’ attitudes towards organizations that incorporated AI in the recruitment processes. In Study 3, we additionally examined the convergent and discriminant validity evidence by comparing the K-AAAW scale with an existing scale measuring attitudes towards AI as well as general job attitudes. The results indicate that the K-AAAW scale is a valid scale with good psychometric properties. The K-AAAW scale provides opportunities to understand and investigate Korean workers’ attitudes towards AI application at work. Based on these results, we discuss research implications, and suggest future research directions.
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