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A Study on Employee Well-Being: Investigating the effects of implementing Artificial Intelligence in Human Resource Management practices.

Faye-Schjøll, Ingvild; Høye, Jenny Christina
Master thesis
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2640743.pdf (1.833Mb)
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https://hdl.handle.net/11250/2687363
Utgivelsesdato
2020
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Samlinger
  • Master of Science [963]
Sammendrag
The following study investigates the growing digitalization in a contemporary

society and, particularly, how it is influencing the human resource management

field. With burgeoning technology, we look to new solutions on how managers

can measure and uphold employee well-being by introducing artificial intelligence

as a means. The innovative company, Winningtemp, is set to be the benchmark of

our study as they have provided organizations with new solutions, allowing

managers continuous insight into their employees’ work-life-cycle. The

emergence of digitalization over the past decades and the continuous evolvement

of technologies justifies the relevance of our study. Nevertheless, the critical

phase organizations are currently facing due to Covid-19, requiring rapid change

and digital solutions in order to keep operating.

Human resource scholars emphasise how employee well-being has not been a

central research topic within the field (Ho & Kuvaas, 2019). Arguably though,

employee well-being and performance are interconnected, supporting the fact that

employees’ health should be a topic of interest for managers. Kuvaas, Buch and

Dysvik (2016) further emphasise how performance management should indeed be

a continuous process, yet many organizations still rely on traditional methods,

limiting performance management practices to once or twice per year. The present

research, therefore, seeks to understand whether agile performance management

tools might be a more sufficient solution in enhancing healthy and essentially

prosperous workplaces.

A quantitative study of 93 individuals was conducted to compare companies

utilising human resource tools assisted by artificial intelligence, with traditional

tools. Specifically, the study found that by adopting agile tools to performance

management practices, organizations generated higher levels of employee wellbeing

in terms of social-psychological functioning. Further, the results show that

employees exposed to new-technological tools report lower on economic leadermember

exchange relationships. Nonetheless, managers and line-managers within

these companies engage in human resource practices on a more frequent basis and

are generally more satisfied with their tools to approach employees.
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Masteroppgave(MSc) in Master of Science in Leadership and Organizational Psychology - Handelshøyskolen BI, 2020
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Handelshøyskolen BI

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