{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,7,7]],"date-time":"2026-07-07T20:40:51Z","timestamp":1783456851902,"version":"3.55.0"},"reference-count":89,"publisher":"Emerald","issue":"8","content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":[],"published-print":{"date-parts":[[2024,12,16]]},"abstract":"<jats:sec>\n                    <jats:title>Purpose<\/jats:title>\n                    <jats:p>How to embed artificial intelligence (AI) in human resource management (HRM) is one of the core challenges of digital HRM. Despite regulations demanding humans in the loop to ensure human oversight of AI-based decisions, it is still unknown how much decision-makers rely on information provided by AI and how this affects (personnel) selection quality.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Design\/methodology\/approach<\/jats:title>\n                    <jats:p>This paper presents an experimental study using vignettes of dashboard prototypes to investigate the effect of AI on decision-makers\u2019 overreliance in personnel selection, particularly the impact of decision-makers\u2019 information search behavior on selection quality.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Findings<\/jats:title>\n                    <jats:p>Our study revealed decision-makers\u2019 tendency towards status quo bias when using an AI-based ranking system, meaning that they paid more attention to applicants that were ranked higher than those ranked lower. We identified three information search strategies that have different effects on selection quality: (1) homogeneous search coverage, (2) heterogeneous search coverage, and (3) no information search. The more applicants were searched equally often (i.e. homogeneous) as when certain applicants received more search views than others (i.e. heterogeneous) the higher the search intensity was, resulting in higher selection quality. No information search is characterized by low search intensity and low selection quality. Priming decision-makers towards carrying responsibility for their decisions or explaining potential AI shortcomings had no moderating effect on the relationship between search coverage and selection quality.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Originality\/value<\/jats:title>\n                    <jats:p>Our study highlights the presence of status quo bias in personnel selection given AI-based applicant rankings, emphasizing the danger that decision-makers over-rely on AI-based recommendations.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1108\/bpmj-11-2023-0884","type":"journal-article","created":{"date-parts":[[2026,5,26]],"date-time":"2026-05-26T15:12:31Z","timestamp":1779808351000},"page":"284-312","source":"Crossref","is-referenced-by-count":5,"title":["The application of AI in digital HRM \u2013 an experiment on\u00a0human decision-making in personnel selection"],"prefix":"10.1108","volume":"30","author":[{"ORCID":"https:\/\/orcid.org\/0000-0001-9462-7311","authenticated-orcid":false,"given":"Christine Dagmar","family":"Malin","sequence":"first","affiliation":[{"name":"University of Graz Business Analytics and Data Science-Center, , Graz,","place":["Austria"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0001-7269-4871","authenticated-orcid":false,"given":"J\u00fcrgen","family":"Flei\u00df","sequence":"additional","affiliation":[{"name":"University of Graz Business Analytics and Data Science-Center, , Graz,","place":["Austria"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0001-8246-8974","authenticated-orcid":false,"given":"Isabella","family":"Seeber","sequence":"additional","affiliation":[{"name":"Grenoble Ecole de Management Department of Management, Technology and Strategy, , Grenoble,","place":["France"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0003-0725-1657","authenticated-orcid":false,"given":"Bettina","family":"Kubicek","sequence":"additional","affiliation":[{"name":"University of Graz Institute of Psychology, Work and Organizational Psychology, , Graz,","place":["Austria"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0008-5955-4725","authenticated-orcid":false,"given":"Cordula","family":"Kupfer","sequence":"additional","affiliation":[{"name":"University of Graz Institute of Psychology, Work and Organizational Psychology, , Graz,","place":["Austria"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0001-6529-7958","authenticated-orcid":false,"given":"Stefan","family":"Thalmann","sequence":"additional","affiliation":[{"name":"University of Graz Business Analytics and Data Science-Center, , Graz,","place":["Austria"]}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"140","published-online":{"date-parts":[[2024,7,18]]},"reference":[{"issue":"4","key":"2026052611122645800_ref001","doi-asserted-by":"publisher","first-page":"351","DOI":"10.1177\/1094428114547952","article-title":"Best practice recommendations for designing and implementing experimental vignette methodology studies","volume":"17","author":"Aguinis","year":"2014","journal-title":"Organizational Research Methods"},{"issue":"9","key":"2026052611122645800_ref002","doi-asserted-by":"publisher","first-page":"688","DOI":"10.1016\/j.ijhcs.2008.06.001","article-title":"Misuse of automated decision aids: complacency, automation bias and the impact of training experience","volume":"66","author":"Bahner","year":"2008","journal-title":"International Journal of Human-Computer Studies"},{"issue":"3","key":"2026052611122645800_ref003","doi-asserted-by":"publisher","first-page":"921","DOI":"10.1007\/s10796-021-10203-y","article-title":"Enablers and inhibitors of AI-powered voice assistants: a dual-factor approach by integrating the status quo bias and technology acceptance model","volume":"26","author":"Balakrishnan","year":"2024","journal-title":"Information Systems Frontiers"},{"key":"2026052611122645800_ref004","first-page":"253","volume-title":"Handbook of Research Methods in Social and Personality Psychology","author":"Bargh","year":"2000"},{"issue":"1","key":"2026052611122645800_ref005","doi-asserted-by":"crossref","first-page":"357","DOI":"10.54820\/GTFN9743","article-title":"Digital transformation: challenges for human resources management","volume":"7","author":"Barisi\u00b4c","year":"2021","journal-title":"ENTRENOVA-ENTerprise REsearch InNOVAtion"},{"key":"2026052611122645800_ref006","doi-asserted-by":"publisher","first-page":"76","DOI":"10.1016\/j.obhdp.2017.01.004","article-title":"Choosing one at a time? 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