不利结果下算法决策对员工公平感的双刃剑效应:基于归因理论的视角

The Double-Edged Sword Effect of Algorithmic Decision Making on Employees' Justice Perception under Unfavorable Outcomes:An Attribution Theory Perspective

数字化时代背景下,算法决策在组织中的应用日益广泛,其如何影响员工公平感这一主题受到了广泛的关注与热议。本文基于归因理论和公平理论,构建了一个有调节的双中介模型,探究算法决策通过控制感和蓄意性归因影响员工公平感的双刃剑机制,并考察透明性在其中所起的调节作用。通过两个情境实验发现:(1)当员工面临不利的决策结果时,算法决策对其公平感具有显著正向影响;(2)算法决策既会通过降低控制感抑制员工公平感,又会通过减少蓄意性归因促进员工公平感;(3)透明性将正向调节决策者类型对控制感的影响、负向调节决策者类型对蓄意性归因的影响。本研究丰富了关于算法决策与员工感知之间关系的理解,并为企业合理采用数字化技术完成管理决策提供了实践启示。

Algorithmic decision-making has gained prominence in businesses in the digital age, and its impact on employees' justice perception has drawn significant attention and intense discussion. Based on attribution theory and fairness theory, this study constructs a moderated dual-mediation model to explore the double-edged sword mechanism by which algorithmic decision-making affects employees' justice perception through perceived control and intentional attribution. This study also examines the moderating role that transparency plays in it. Two contextual experiments revealed that:(1) algorithmic decision-making has a significant positive effect on employees' justice perception when they are faced with unfavorable decision outcomes;(2) algorithmic decision-making inhibits employees' perception of fairness by decreasing perceived control, and also promotes employees' justice perception by decreasing intentional attributions;(3) transparency positively moderates the effect of the type of decision-makers on perceived control and negatively moderates the effect of the type of decision-makers on intentional attributions.This study enriches the understanding of the relationship between algorithmic decision-making and employees' perception, and provides practical insights into the rational adoption of digital technologies by organizations to accomplish managerial decision-making.