{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,6,26]],"date-time":"2026-06-26T07:49:32Z","timestamp":1782460172725,"version":"3.54.5"},"reference-count":138,"publisher":"Institute for Operations Research and the Management Sciences (INFORMS)","issue":"2","content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":["Information Systems Research"],"published-print":{"date-parts":[[2026,6]]},"abstract":"<jats:p>As organizations increasingly adopt artificial intelligence (AI) to enhance performance, ensuring that employees use AI in compliance with organizational policies becomes crucial for realizing its full value. However, employees\u2019 AI compliance is not guaranteed and can vary based on how their AI use is managed. This study offers timely and actionable insights into how performance feedback\u2014both positive and negative\u2014influences employees\u2019 AI compliance, and how these effects vary with AI identity. Drawing on feedback intervention theory, we conduct a longitudinal field study and a randomized experiment and find that positive performance feedback promotes AI compliance, whereas negative performance feedback reduces it. Importantly, employees with high AI identity respond more strongly to both types of performance feedback. Our findings further uncover distinct underlying mechanisms\u2014task-motivation, task-learning, and meta-cognitive processes\u2014that channel the effects of positive and negative performance feedback on AI compliance. Taken together, organizations should tailor performance feedback as part of AI governance by considering employees\u2019 AI identity. Positive reinforcement of AI compliance is especially effective for employees with high AI identity, whereas cautions are needed when delivering negative performance feedback to avoid undermining AI compliance. Policy guidelines should support identity-sensitive performance feedback in practice.<\/jats:p>","DOI":"10.1287\/isre.2023.0580","type":"journal-article","created":{"date-parts":[[2025,8,18]],"date-time":"2025-08-18T16:05:49Z","timestamp":1755533149000},"page":"667-692","source":"Crossref","is-referenced-by-count":2,"title":["Toward Artificial Intelligence Compliance: Impacts and Mechanisms of Performance Feedback"],"prefix":"10.1287","volume":"37","author":[{"ORCID":"https:\/\/orcid.org\/0000-0001-7355-7676","authenticated-orcid":false,"given":"Shaobo","family":"Wei","sequence":"first","affiliation":[{"name":"School of Management, Hefei University of Technology, Hefei, Anhui 230009, China; and Key Laboratory of Philosophy and Social Sciences for Cyberspace Behaviour and Management, Hefei, Anhui 230009, China"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0008-2244-8371","authenticated-orcid":false,"given":"Yuanyuan","family":"Zhang","sequence":"additional","affiliation":[{"name":"School of Management, Hefei University of Technology, Hefei, Anhui 230009, China; and Key Laboratory of Philosophy and Social Sciences for Cyberspace Behaviour and Management, Hefei, Anhui 230009, China"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-3169-7790","authenticated-orcid":false,"given":"John Qi","family":"Dong","sequence":"additional","affiliation":[{"name":"Nanyang Business School, Nanyang Technological University, Singapore 639798"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"109","reference":[{"key":"B1","doi-asserted-by":"publisher","DOI":"10.1007\/s12525-020-00414-7"},{"key":"#cr-split#-B2.1","unstructured":"Alahmad R, Robert L (2020) Artificial intelligence"},{"key":"#cr-split#-B2.2","unstructured":"(AI) and IT identity: Antecedents identifying with AI applications. 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