NOT JUMPING ON THE BANDWAGON: OLDER WORKERS’ PERCEPTIONS OF INJUSTICE IN AI IN SELECTION PROCESSES

Abstract

Technological advances are revolutionizing the world of work, with their integration into the workplace on the rise. Artificial intelligence (AI) exemplifies this trend as its adoption in organizational operations grows. However, its use in HR processes, particularly in selection, has prompted researchers to explore how workers perceive AI and its impact on procedural justice and organizational attractiveness. Often seen as a “black box,” AI’s opaque decision-making can potentially create perceptions of unfairness and unattractiveness. These perceptions may vary across social groups, particularly age, as older workers are often more critical of technology implementation due to their contextual experiences. To date, no research has examined how workers of different ages perceive AI usage in selection. Given that older and younger workers may view procedural justice differently, this study explores the moderating role of age in perceptions of AI in selection and its influence on intentions to apply. By merging research on aging, AI in the workplace, procedural justice, and organizational attractiveness, the study can better identify how AI impacts perceptions of the organization. Theoretically, this study is the first to consider age perceptions in relation to perceptions of AI usage in selection. In the practice realm, this study aims to inform organizations of best practices when selecting older employees to avoid issues such as adverse impact.