Affiliation:
1. Department of Management University of Mannheim Mannheim Germany
2. Owen Graduate School of Management, Organization Studies Area Vanderbilt University Nashville Tennessee USA
Abstract
AbstractAlgorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm‐based decision‐making or providing justifying information about the decision‐maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizations to attract a diverse workforce. In two experimental studies in which participants go through a digital interview, we find support for the overall negative effects of algorithms on fairness perceptions and organizational attractiveness. However, applicants with discrimination experiences tend to view algorithm‐based decisions more positively than applicants without such experiences. We do not find evidence that providing justifying information affects applicants—regardless of whether they have experienced discrimination or not.
Subject
Management of Technology and Innovation,Strategy and Management,General Psychology,Applied Psychology,General Business, Management and Accounting
Cited by
5 articles.
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