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.
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 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.
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.
Dabbous, A., Aoun Barakat, K. and Merhej Sayegh, M. (2022), "Enabling organizational use of artificial intelligence: an employee perspective", Journal of Asia Business Studies, Vol. 16 No. 2, pp. 245-266. https://doi.org/10.1108/JABS-09-2020-0372
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