Purpose

As artificial intelligence (AI) has become increasingly popular and accessible, most companies have recognized its far-reaching potential. However, despite numerous research papers on organizational adoption of new technologies including AI, little is known about individual employees’ intentions to use them. Given that organizational innovations are of limited value if they are not adopted by employees, the purpose of this study is to understand the underlying factors that push employees to make use of these new technologies in the workplace.

Design/methodology/approach

This study builds on previously developed technology acceptance models to provide a new theoretical model. The model is then tested using data collected from a survey of 203 employees and analyzed through structural equation modeling.

Findings

Findings show that five factors affect employees’ intention to use AI either directly or as mediators. Organizational culture and habit exert a positive impact on employees’ intention to use AI, whereas job insecurity has a negative impact. Perceived self-image and perceived usefulness fully mediate the relation between job insecurity and intention to use. Moreover, perceived self-image and perceived usefulness partially mediate the relationship between habit and intention to use.

Originality/value

To the best of the authors’ knowledge, this study is among the first to determine the factors that influence employees’ intention to use AI in general and more particularly chatbots within the workplace.

中文翻译：

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实现人工智能的组织使用：员工视角

目的

随着人工智能 (AI) 变得越来越流行和普及，大多数公司已经认识到其深远的潜力。然而，尽管有大量关于组织采用包括人工智能在内的新技术的研究论文，但对个别员工使用它们的意图知之甚少。鉴于组织创新如果不被员工采用则价值有限，本研究的目的是了解促使员工在工作场所使用这些新技术的潜在因素。

设计/方法/方法

本研究建立在先前开发的技术接受模型的基础上，以提供新的理论模型。然后使用从 203 名员工的调查中收集的数据对该模型进行测试，并通过结构方程建模进行分析。

发现

调查结果表明，有五个因素会影响员工直接或作为中介使用人工智能的意图。组织文化和习惯对员工使用人工智能的意愿产生积极影响，而工作不安全感则产生消极影响。感知的自我形象和感知的有用性在工作不安全感与使用意愿之间完全中介。此外，感知的自我形象和感知的有用性部分地在习惯和使用意图之间起中介作用。

原创性/价值

据作者所知，这项研究是第一个确定影响员工在一般情况下使用人工智能，尤其是在工作场所使用聊天机器人的意图的因素之一。