A meta-analysis on reactions to algorithmic decision-making in human resource management
Abstract
In this meta-analysis, we assess reactions to algorithmic decision-making (ADM) in human
resource management. Drawing on the computers-are-social-actors (CASA) paradigm, we offer a
theoretical framework to explain the relationships between ADM and (1) system-related reactions
(e.g., perceptions of justice, trust) as well as between ADM and (2) organization-related reactions
(e.g., organizational attractiveness, turnover intention). Additionally, we examine boundary
conditions (e.g., type of stakeholder, type of interaction, type of task) of these relationships. Our
meta-analysis includes 365 effect sizes from 73 samples in 53 studies (N = 24,578) and reveals
that ADM is negatively associated with system-related (i.e., justice, fairness, trust, trustworthi-
ness) and organization-related (i.e., organizational attractiveness, job pursuit intention) reactions,
which depend on boundary conditions (i.e., type of interaction, extent of decision). We provide an
empirical and theoretical synthesis of primary studies and outline avenues for future research.
Keywords
Algorithmic decision-making; Employee reactions; Applicant reactions; Human resource management; Meta-analysis