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Journals / Afyon Kocatepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi / 2026 / Cilt: 26 Sayı: Özel Sayı Özel Sayı

Force field analysis on the adoption of artificial intelligence technology in human resource management

İnsan kaynakları yönetiminde yapay zekâ teknolojisinin benimsenmesi üzerine güç alanı analizi

Nermin Kişi(ZONGULDAK BÜLENT ECEVİT ÜNİVERSİTESİ)0000-0002-6247-5445
Mehmet Akif Özer(ANKARA HACI BAYRAM VELİ ÜNİVERSİTESİ)0000-0003-2220-2271
Pages
35–52
Publication Date
2024-10-21
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

Moreover, negative reactions to technological change, concerns regarding data privacy and security, algorithmic bias errors, and the lack of emotional intelligence have been identified as restraining forces in the adoption of artificial intelligence in HRM.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Technological innovations are recognized as a critical determinant of survival in a constantly changing business world with increasing globalization.
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Key Findings & Data:Therefore, businesses of the modern era tend to utilize new technologies in their business processes.
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Conclusion & Impact:Moreover, negative reactions to technological change, concerns regarding data privacy and security, algorithmic bias errors, and the lack of emotional intelligence have been identified as restraining forces in the adoption of artificial intelligence in HRM.
🔬Design:Review & Systematic Survey
📍Scope:Comprehensive Sample
⚙️Variables:Örgütsel değişim · İnsan kaynakları yönetimi · Güç alanı analizi

Abstract

Technological innovations are recognized as a critical determinant of survival in a constantly changing business world with increasing globalization. Therefore, businesses of the modern era tend to utilize new technologies in their business processes. Artificial intelligence is one of the most discussed and widely used technologies today. The transition of businesses from their existing systems to these advanced technology systems requires a comprehensive planning process. In this respect, it is an important research topic to explore the key factors in adopting artificial intelligence-based applications in businesses. As the transition to the use of artificial intelligence in Human Resource Management (HRM) is a particularly complex and challenging process, more studies are needed on this topic. The aim of this study is to determine the driving and restraining forces affecting the adoption of artificial intelligence-based HRM practices. In order to achieve this aim, a systematic literature review method in line with the Force Field Analysis Model has been used in the study. The findings have revealed that the main driving forces encouraging the adoption of artificial intelligence in HRM are organizational preparedness and perceived benefits. Moreover, negative reactions to technological change, concerns regarding data privacy and security, algorithmic bias errors, and the lack of emotional intelligence have been identified as restraining forces in the adoption of artificial intelligence in HRM.

Özet

Artan küreselleşme ile birlikte sürekli değişen iş dünyasında, teknolojik yenilikler hayatta kalmanın kritik bir belirleyicisi olarak kabul edilmektedir. Bu nedenle, modern çağın işletmeleri iş süreçlerinde yeni teknolojileri kullanmaya yönelmektedir. Günümüzde en çok tartışılan ve en yaygın kullanılan teknolojilerinden biri yapay zekâdır. İşletmelerin mevcut sistemlerinden bu ileri teknoloji sistemlerine geçişi kapsamlı bir planlama süreci gerektirir. Bu açıdan, işletmelerde yapay zekâya dayalı uygulamaları benimsemede temel faktörleri keşfetmek önemli bir araştırma konusudur. Özellikle, İnsan Kaynakları Yönetimi (İKY)’nde yapay zekâ kullanımına geçiş karmaşık ve zorlu bir süreç olduğundan, bu konuda daha fazla araştırma yapılmasına ihtiyaç duyulmaktadır. Bu çalışmanın amacı, yapay zekâya dayalı İKY uygulamalarının benimsenmesini etkileyen itici ve kısıtlayıcı güçleri belirlemektir. Bu amaca ulaşmak için, çalışmada Güç Alanı Analizi Modeli çerçevesinde sistematik literatür taraması yöntemi kullanılmıştır. Bulgular İKY’de yapay zekânın benimsenmesini teşvik eden temel itici güçlerin örgütsel hazırbulunuşluk ve algılanan faydalar olduğunu ortaya koymuştur. Ayrıca, teknolojik değişime karşı olumsuz tepkiler, veri gizliliği ve güvenliğiyle ilgili endişeler, algoritmik önyargıdan kaynaklanan hatalar ve duygusal zekâ eksikliği İKY’de yapay zekânın benimsenmesinde karşılaşılan kısıtlayıcı güçler olarak tanımlanmıştır.

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Cite This Article

Kişi, N., Özer, M. A. (2024). Force field analysis on the adoption of artificial intelligence technology in human resource management. Afyon Kocatepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Cilt: 26 Sayı: Özel Sayı Özel Sayı, 35–52. https://doi.org/10.33707/akuiibfd.1406096

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