揭开神秘面纱?AI面试透明性对求职者公平感的影响研究  

Unveil The Mystery?The Impact of AI-based Interview Transparency on The Interviewee's Fairness Perception

作　　者：高记[1,2] 乔玉 Ji GAO;Yu QIAO(School of Economics and Management,Hebei University of Technology,Tianjin 300130;Research Center for Digitalization and Intlligentialize Development,Heibei University of Technology,Tianjin 300130)

机构地区：[1]河北工业大学经济管理学院,天津300130 [2]河北工业大学数智化发展研究中心,天津300130

出　　处：《中国人力资源开发》2024年第11期97-112,共16页Human Resources Development of China

基　　金：国家社会科学基金项目(16CSH010)。

摘　　要：作为一种新型招聘甄选方式,AI面试提升了面试的效率和灵活性,客观一致的决策程序也有效避免人类的主观偏见。然而,AI的黑箱特征也引发人们对算法决策的厌恶与回避,系统运作的不透明让个体对AI决策产生较低的公平感,这不利于AI面试优势的充分发挥。为探究如何改善人们对AI面试的公平感,本文从提升透明性视角出发,将AI面试透明性细分为程序互动透明性和决策规则透明性,并通过两项实证研究探讨了面试前向求职者提供不同类型的透明性信息是否以及如何影响个体对AI面试的公平感。研究一通过对228名参加过AI面试的人群进行问卷调研,直接测量了被试对两类透明性的感知,发现程序互动透明性正向影响求职者公平感,而决策规则透明性对公平感存在显著的负向作用。在此基础上,研究二采用情景实验法对透明性进行操纵,基于272份样本数据的分析重复验证了研究一的结论,并发现了两类透明性对公平感的交互影响,也验证了感知行为控制的中介作用。本文的研究结论拓展了透明性披露对AI面试公平感影响的理解,为组织更好地利用AI面试进行招聘甄选提供了一定的启示。As a new recruitment and assessment method,Al-based interviewing improves the efficacy and flexibility of the interview process,and the objective and consistent decision-making process also effectively mitigates human subjective bias.However,the black-box characteristics of AI also lead to aversion and avoidance of algorithm decisions.The lack of transparency in system operation makes individuals feel less fair towards AI decisions.To explore how to improve people's sense of fairness in AI interviews,this article divides Al interview transparency into interaction-based transparency and rule-based transparency.Two empirical studies are conducted to investigate whether and how providing different types of transparency information to interviewees before the interview affects their perception of fairness.Study 1 conducted a questionnaire survey of 228 individuals who had participated in an AI-based interview,directly measuring the subjects'perception of two types of transparency.It was found that interaction-based transparency positively affected job seekers'perception of fairness,while rule-based transparency had a significant negative effect on fairness.Study 2 employed the scenario experimental method to manipulate transparency.Through the analysis of 272 sample data,it replicated the findings of Study 1 and identified the interactive effects of two types of transparency on perceived fairness.It also confirmed the mediating effect of perceived behavioral control.The research conclusion of this paper expands the understanding of the impact of transparency disclosure on the fairness of Al-based interview,and provides some inspiration for organizations to better use Al interview for recruitment and selection.

关 键 词：AI面试 透明性 公平感 感知行为控制 不确定管理理论 

分 类 号：F272.92[经济管理—企业管理] F49[经济管理—国民经济]