Inteligência Artificial na Gestão de Recursos Humanos: processos psicológicos subjacentes à sua adoção

Abstract

This study aims to explore the adoption process of Artificial Intelligence (AI) in Human Resource Management (HRM), considering the perceptions of HRM professionals at two levels: the organizational implementation process and attitudes towards AI adoption, drawing on the cognitive, affective, and behavioral components of the Tripartite Model of Attitudes. Through a sequential mixed-methods design with qualitative dominance, twelve semi-structured interviews were conducted with HR professionals, preceded by a questionnaire that included sociodemographic and professional questions, characterization of AI use in the organization and department, and a perceived value of AI scale. Qualitative data were subjected to analysis based on a qualitative thematic approach supported by systematic coding strategies proposed by Saldaña (2013). The results show, at the implementation level, a tension between individual and organizational responsibility in the adoption process, with change management emerging as a differentiating factor. AI adoption is further highlighted as a contextual process. Regarding attitudes, multiple variables grounded in the cognitive component of attitude are identified, anxiety as the central dimension of the affective component, and the perception of AI inevitability, among others, as a regulatory element, ultimately translating into adoption intention as the behavioral component of attitude. This study contributes to a deeper understanding of the psychological processes underlying AI adoption in HRM, with implications for the future development of AI implementation processes.