Loading...
Publication
Será que os robôs são entrevistadores justos? Uma análise sobre as experiências de seleção consoante o tipo de agente e o resultado
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 965.44 KB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
Esta investigação visa estudar a perceção de justiça procedimental, atração organizacional,
intenção de litígio e intenção de permanecer no processo após uma experiência de seleção.
Espera-se assim perceber se existem diferenças nas variáveis mencionadas considerando o
tipo de agente - se o processo foi realizado por humano ou com base em inteligência artificial
(IA), bem como o resultado final - ser aceite ou rejeitado. Foram também estudadas possíveis
diferenças nas variáveis em análise considerando características sociodemográficas tais como
a idade, o género e as habilitações literárias. Foi realizado um estudo quase experimental com
um design 2X2 e com recurso a um questionário online, usando escalas de perceção de
justiça procedimental, atração organizacional, intenção de ficar e intenção de litígio, com
uma amostra de 235 respostas válidas. Os resultados confirmam parcialmente as hipóteses do
estudo mostrando: perceções mais positivas nas dimensões relevância para o trabalho,
oportunidade de desempenho, atração organizacional e intenção de ficar no tipo de agente
humano e no resultado aceite, a não existência de interação entre tipo de agente e tipo de
resultado, maior intenção de litígio na amostra feminina, maior oportunidade de desempenho
e intenção de ficar com a vaga nos homens e maior relevância do trabalho para a amostra até
aos 22 anos. Esta investigação destaca a importância de estudar as perceções dos candidatos e
as suas experiências nos processos de seleção com IA, para que as organizações possam
adaptar os seus processos de recrutamento e seleção à sua população-alvo.
ABSTRACT: This research aims to study the Perception of Procedural Justice, Organizational Attraction, Job Pursuit Intentions and Litigation Intentions. It seeks to understand if there are differences in these variables considering the type of agent - whether the process was conducted by a human or based on artificial intelligence (AI) - as well as the final outcome - being accepted or rejected. Possible differences in the analyzed variables were also studied considering sociodemographic characteristics such as age, gender, and educational qualifications. A quasi-experimental study was conducted with a 2x2 design, utilizing an online questionnaire with scales measuring the Perception of Procedural Justice, Organizational Attraction, Job Pursuit Intentions, and Litigation Intentions, with a sample of 235 valid responses. The results partially confirm the study's hypotheses, showing: more positive perceptions in the dimensions of job-relatedness, chance to perform, organizational attraction, and job pursuit intentions in the human agent type and accepted outcome, the absence of interaction between agent type and outcome, higher litigation intentions in the female sample, greater chance to perform and job pursuit intentions among men, and greater job-relatedness for the sample up to 22 years old. This research highlights the importance of studying candidates' perceptions and experiences in AI selection processes, so that organizations can adapt their recruitment and selection processes to their target population.
ABSTRACT: This research aims to study the Perception of Procedural Justice, Organizational Attraction, Job Pursuit Intentions and Litigation Intentions. It seeks to understand if there are differences in these variables considering the type of agent - whether the process was conducted by a human or based on artificial intelligence (AI) - as well as the final outcome - being accepted or rejected. Possible differences in the analyzed variables were also studied considering sociodemographic characteristics such as age, gender, and educational qualifications. A quasi-experimental study was conducted with a 2x2 design, utilizing an online questionnaire with scales measuring the Perception of Procedural Justice, Organizational Attraction, Job Pursuit Intentions, and Litigation Intentions, with a sample of 235 valid responses. The results partially confirm the study's hypotheses, showing: more positive perceptions in the dimensions of job-relatedness, chance to perform, organizational attraction, and job pursuit intentions in the human agent type and accepted outcome, the absence of interaction between agent type and outcome, higher litigation intentions in the female sample, greater chance to perform and job pursuit intentions among men, and greater job-relatedness for the sample up to 22 years old. This research highlights the importance of studying candidates' perceptions and experiences in AI selection processes, so that organizations can adapt their recruitment and selection processes to their target population.
Description
Dissertação de Mestrado apresentada no ISPA –
Instituto Universitário para obtenção de grau de Mestre
na especialidade de Psicologia Social e das Organizações
Keywords
Processo de seleção Inteligência artificial Perceção de justiça procedimental Atração organizacional intenção de ficar Intenção de litígio Selection process Artificial intelligence Perception of procedural justice Organizational attraction Job pursuit intentions Litigation intentions