算法决策、员工公平感与偏差行为:决策有利性的调节作用  

Algorithmic Decision-making, Employees’ Justice Perception and Deviant Behaviors: The Moderating Role of Decision Favorableness

作　　者：魏昕[1] 黄鸣鹏[1] 李欣悦 Wei Xin;Huang Mingpeng;Li Xinyue(International Business School,University of International Business and Economics,Beijing 100029,China)

机构地区：[1]对外经济贸易大学国际商学院,北京100029

出　　处：《外国经济与管理》2021年第11期56-69,共14页Foreign Economics & Management

基　　金：国家自然科学基金项目(71672035,72072032)。

摘　　要：随着数字化时代的到来,算法决策在企业管理中的应用越来越广泛,算法决策对员工造成的心理及行为层面的影响,成为一个具有重要理论意义与实践意义的问题。本文结合算法管理、公平等领域的研究,采用归因视角来分析决策者类型(算法决策、领导决策)和决策有利性的交互作用对员工公平感,以及对员工的组织偏差行为和社会偏差行为的影响。我们开展了一个质化的预研究和一个实验研究来检验受调节的中介模型。研究结果表明:在面临不利决策时,员工觉得算法决策比领导决策更公平,从而展现出更少的组织偏差行为和社会偏差行为;而这些差异在面临有利决策时不显著。本研究是对近来兴起的关于算法如何影响员工感知与行为的研究的重要发展,也为算法时代的管理决策提供了实践启示。Algorithms have been increasingly applied in decision-making in organizations. It is of theoretical significance and managerial relevance to explore how algorithmic decision-making affects employees’ psychological states and behaviors. Integrating the literatures of algorithmic management and justice, we adopt the attribution perspective to investigate how the type of decision-maker(algorithm vs. leader) and decision favorableness interact to affect employees’ justice perception and their subsequent organizational and social deviant behaviors. We propose that decision favorableness moderates the effect of the type of decision-makers on employees’ overall justice perception and the indirect effect of the type of decision-makers on employees’ deviant behaviors. Specifically, when the decision is unfavorable for employees, employees will perceive higher levels of overall justice if the decision is made by algorithms rather than by human leaders. In contrast, when the decision is favorable,employees’ overall justice perception will not differ significantly between the algorithmic decision situation and the leader decision situation. In addition, we propose that employees’ overall justice perception is negatively related to their deviant behaviors in both organizational and social settings.Furthermore, decision favorableness moderates the indirect effects of the type of decision-makers on employees’ organizational and social deviant behaviors via their overall justice perception, such that these indirect effects are stronger when the decision is unfavorable rather than favorable for employees.We conduct a qualitative pilot study and an experimental study to test the theoretical model. The results provide substantial support for our hypotheses. This research contributes to the emerging literature on the relationship between algorithmic decision-making and employees’ justice perception by identifying the moderating role of decision favorableness. In a broader scale, it also enhances the understanding on

关 键 词：算法决策 决策有利性 公平感 偏差行为 

分 类 号：F270[经济管理—企业管理]