Introduction to the Judgement, Big Data-Analytics and Decision-making Minitrack

2021 is the first year that the Judgement, Big Data-Analytics and Decision-making mini-track has been offered. The track's objective is to monitor and advance our knowledge of the convergent technologies of Big Data and analytics and their role in augmenting knowledge for better management decision-making. The track attracted seven submissions of which five were accepted. The papers form a diverse group, offering case studies of big data analytics projects and critical analysis of various factors that impact the successful or unsuccessful use of data/analytics in organizational settings.falseMaui, Hawaii, United States of Americ

Cognitive biases in developing biased artificial intelligence recruitment system

Artificial Intelligence (AI) in a business context is designed to provide organizations with valuable insight into decision-making and planning. Although AI can help managers make decisions, it may pose unprecedented issues, such as datasets and implicit biases built into algorithms. To assist managers with making unbiased effective decisions, AI needs to be unbiased too. Therefore, it is important to identify biases that may arise in the design and use of AI. One of the areas where AI is increasingly used is the Human Resources recruitment process. This article reports on the preliminary findings of an empirical study answering the question: how do cognitive biases arise in AI? We propose a model to determine people's role in developing AI recruitment systems. Identifying the sources of cognitive biases can provide insight into how to develop unbiased AI. The academic and practical implications of the study are discussed.falseMaui, Hawaii, United States of Americ

Reducing AI bias in recruitment and selection: an integrative grounded approach

Artificial Intelligence (AI) is transforming business domains such as operations, marketing, risk, and financial management. However, its integration into Human Resource Management (HRM) poses challenges, particularly in recruitment, where AI influences work dynamics and decision-making. This study, using a grounded theory approach, interviewed 39 HR professionals and AI developers to explore potential biases in AI-Recruitment Systems (AIRS) and identify mitigation techniques. Findings highlight a critical gap: the HR profession’s need to embrace both technical skills and nuanced people-focused competencies to collaborate effectively with AI developers and drive informed discussions on the scope of AI’s role in recruitment and selection. This research integrates Gibson’s direct perception theory and Gregory’s indirect perception theory, combining psychological, information systems, and HRM perspectives to offer insights into decision-making biases in AI. A framework is proposed to clarify decision-making biases and guide the development of robust protocols for AI in HR, with a focus on ethical oversight and regulatory needs. This research contributes to AI-based HR decision-making literature by exploring the intersection of cognitive bias and AI-augmented decisions in recruitment and selection. It offers practical insights for HR professionals and AI developers on how collaboration and perception can improve the fairness and effectiveness of AIRS-aided decisions.fals

The contribution of small clinical centers to local and national sustainable development in developing countries: Can information systems help?

This paper reports the findings of an empirical study of the impact of information systems onthe capacity of small enterprises in the healthcare industry to contribute to sustainabledevelopment in developing countries. Despite the significant advances in enterprise systemsover the past four decades, our understanding of the contribution of information systems tosustainability, especially in developing countries, is limited. This is mainly due to prior researchbeing largely interested in large enterprises, in developed and Western countries, or both. Inthis study, we examined the impact of information technologies on sustainable development indeveloping countries. We were particularly interested in how the implementation of CustomerRelationship Management (CRM) could help medical clinics to contribute to the sustainabilityof their local and national development by providing better-quality services to patients andimproving their operations. The research objective drew upon the understanding that healthcaresystems have significant impact on the sustainable development of developing countries(Anyika, 2014). A model of the relationship between CRM and the sustainability capacity ofsmall medical centres is provided and is based on the findings.Keywords: Business technology, CRM, sustainable development, developing countrie

Praxio-integrative decision-making: From information-based decisions towards wisdom- fostered decisions

Abstract This paper draws on the findings of an empirical research project (PhD dissertation

Criticality and Collegiality

The growing crisis of confidence in the integrity of managerial decision making is partly attributed to the prescriptive character of educational programs favored by Western business schools. This character includes an overly instrumental preoccupation, preventing practitioner students from developing skill sets to address the varied issues that organizations face. We argue for more challenging pedagogical programs to help managers increase their understanding of contemporary managerial requirements. We document a teaching scenario that drew on critical management studies research material (coined as “troublesome knowledge”) designed to engage students. The “situated learning” focus adopted enabled students to collectively interrogate managerialist and troublesome knowledge perspectives. The integration of theory and practice that emerged through the combination of analytical sources, classroom dialogue, and novel assignments developed the students’ “relational” understandings and skills of “reflexivity,” a combination we characterize as advancing “practical wisdom.” The R&R (relational and reflexive) “threshold concepts” were used as a learning framework to chart student progress. We modeled a parallel facilitative mode of critical reflection- and relationship-centered management style. Feedback from the students indicates that the coupling of critically oriented conceptual material with the applied principles proffered empowering options for them regarding their own managerial practice.Griffith Business School, Dept of Employment Relations and Human ResourcesNo Full Tex