Abstract
Nowadays, Artificial Intelligence begins to be applied in a series of human resources management practices and has drawn more and more attention from researchers and practitioners. As the old saying goes, “every coin has two sides”. While AI-HRM exerts positive effects, it also triggers negative influences. Have a better known of its dark side is of great significance to the enrichment of related theoretical research as well as the effective application of AI-HRM in practice. However, there is a lack of systematic summary of AI-HRM’s dark sides, especially its negative effects on employees. In this study, take the three algorithmic features (algorithmic control, algorithmic bias, and algorithmic opaque) as a framework, we provide a rigorous and systematic review and integration of different types of published literature in the AI-HRM field to identify what is known about the negative effects of AI-HRM. For each algorithmic feature, this study also links organizational behavior theory to AI-HRM research and elaborates the potential theoretical mechanism of the negative effects of AI-HRM on employees. Finally, future research directions are discussed.
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