W6: Edwards et al. (2024) Flashcards
(14 cards)
Paper’s purpose
Explores the motivational impacts of algorithmic HR systems on employees, focusing on how their perceptions of these systems, whether they see them as tools for manageral control or as sources of constructive feedback, affect their motivation, behaviour, and emotional well-being. It highlights the importance of how employees interpret the intent behind these systems, shaping their reaction and the resultant work dynamics
Digital technologies
Have significantly transformed HRM practices in recent years, leading to the emrgence of “algorithmic HRM”
Algorithmic HRM
Systems that automate the process of capturing and analysing employee performance data to make management decisions. While this innovation has the potential to enhance workplace efficiency and performance, there remains a critical gap in understanding the effects of such automation on employee motivation and overall psychological experience
Algorithmic HR systems
Refer to digital platforms that automate various HR functions, including performance monitoring, recruitment, and employee development. These systems leverage data analytics to make informed decisions, often without direct human intervention. The growing reliance on such systems raise questions about their impact on employee experiences and motivation
Motivation
Can be categorised into intrinsic and extrinsic types
Intrinsic motivation
Arises from within the individual, driven by personal satisfaction and interest in the work itself
Extrinsic motivation
Influenced by external factors, such as rewards and recognition
Self-determination theory
Posits that fulfilling basic psychological needs (autonomy, competence, and relatedness), enhances intrinsic motivation, while controlling environments may undermine it. Controlling environments can lead to increased extrinsic motivation, as employees feel pressured to meet external expectations
Supportive HR practices
Can lead to positive employee outcomes, while controlling practices may result in negative consequences, such as decreased motivation and job satisfaction
Task prioritisation
Employees with high intrinsic motivation were more likely to prioritise tasks that aligned with their personal interests and values, while those with high extrinsic motivation tended to focus on tasks directly linked to performance metrics. This finding underscores the importance of understanding the motivational drivers behind employee behaviour in the context of algorithmic HR systems
Emotional exhaustion
Assessed as a key outcome variable. The results indicated that employees who perceived algorithmic HR systems as supportive experienced lower levels of emotional exhaustion compared to those who viewed these systems as controlling. This suggests that the way employees interpret the intent behind HR practices can significantly impact their well-being
Moderation analysis
Revealed that employee attributions significantly moderated the relationship between perceptions of algorithmic HR systems and both intrinsic and extrinsic motivation. Specifically, when employees attributed a positive intent to the HR systems, the positive relationship between these systems and intrinsic motivation was strengthened. When they viewed the systems as tools for control, the relationship with extrinsic motivation was amplified
Interaction effects
At high levels of positive attribution, intrinsic motivation was significantly higher, while at low levels of positive attribution, extrinsic motivation was more pronounced. This finding highlights the critical role of employee sensemaking in determining the outcomes of algorithmic HR systems
Indirect effects
Of algorithmic HR systems on emotional exhaustion through motivation. The results indicated that intrinsic motivation mediated the relationship between positive attributions of HR systems and lower emotional exhaustion. In contrast, extrinsic motivation was found to mediate the relationship between negative attributions and higher emotional exhaustion
