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채용 과정에서 인공지능 기술 적용이 조직 매력도에 미치는 영향: 언제 왜 조직 매력도를 향상시키는가?

The impact of artificial intelligence in the recruiting process on organizational attractiveness: When and why AI recruiting leads organizational attractiveness

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주제분류심리과학

초록

채용 과정에서 인공지능 기술을 적용하는 조직이 늘어나고 있지만, 인공지능 기술의 적용이 입사 지원자에게 미치는 영향에 대한 이해는 여전히 부족하다. 신호 이론에 따르면, 채용 과정에서 인공지능 기술은 입사 지원자 에게 조직의 이미지를 형성하는 특정 신호로 해석되고 이는 조직 매력도에 영향을 줄 수 있다. 본 연구에서는 신호 이론을 기반으로 인공지능 채용이 조직에 대한 혁신성과 절차 공정성 인식에 영향을 주고 이것이 조직 매 력도에 영향을 줄 것으로 예상하였다. 또한, 개인 혁신성 수준에 따라 인공지능 기술을 해석하는 방식이 달라지 기 때문에, 개인 혁신성의 조절 효과를 예상하였다. 한국 성인을 대상으로 두 개의 시나리오 연구를 진행하였다. 그 결과, 채용 과정에서 인공지능 기술을 많이 적용할수록 해당 조직이 혁신적이라고 인식하였고 이는 조직 매 력도의 상승으로 이어졌다. 반면, 인공지능 기술 적용 수준이 조직 매력도에 미치는 영향을 절차 공정성 인식이 매개한다는 가설은 지지되지 않았다. 개인 혁신성의 조절 효과도 관찰되었는데(연구 2), 개인 혁신성 수준이 높 은 경우, 인공지능 기술 적용 수준이 높을수록 조직 매력도에 미치는 영향이 유의하게 높아졌으나, 개인 혁신성 수준이 낮은 경우에는 인공지능 기술의 적용 수준이 높을수록 조직 매력도가 하락하였다. 이를 통해, 채용 과정 에서 인공지능 기술 적용 여부 자체가 조직 매력도에 영향을 주는 요인이라기보다는 입사 지원자가 인공지능 기술이라는 신호를 어떻게 해석하고 지각하는지가 조직 매력도에 영향을 미치는 주요한 요인임을 알 수 있다. 본 연구 결과를 기반으로 연구의 의의 및 추후 연구 방안에 대해 논의하였다.

Abstract

Organizations are increasingly integrating artificial intelligence (AI) technology into their recruitment process. However, there is still a lack of understanding regarding how AI technology affects job applicants. Based on signal theory, we expected that the incorporation of AI technology in the recruitment process would convey a specific signal to job applicants, which would affect their organizational attractiveness. Specifically, we expect that the application of AI technology would influence the attractiveness of the organization based on the perceived innovativeness and procedural fairness of the organization. Additionally, we hypothesized that job applicant’s personal innovativeness would facilitate the effect of AI technology on organizational attractiveness. The results using two scenario studies showed that as the level of AI technology increased in the recruitment process, the perceived innovativeness of the organization increased, leading to an increase in organizational attractiveness. On the other hand, perceived procedural justice did not mediate the relationship between the AI technology application in the recruitment process and organizational attractiveness. When individuals had a high level of personal innovativeness, the impact of AI technology on organizational attractiveness was positive, but the effect was negative among those with low personal innovativeness. Our results suggest that the impact of AI applications depends on how job applicants interpret and perceive the incorporation of AI technology rather than AI technology application itself. Based on these results, we discussed implications, limitations, and recommendations for future research.

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