Responsible AI-Enabled Human Resource Management and Employee Autonomy: The Mediating Role of Trust in AI and Psychological Safety
Keywords:
AI-enabled HRM, employee voice, psychological safety, human oversight, promotive voice, prohibitive voice, responsible AI, PLS-SEMAbstract
Artificial intelligence (AI) is increasingly transforming human resource management (HRM) through algorithm-supported recruitment, performance management, employee monitoring, workforce planning, and employee development. While existing research has examined the efficiency, fairness, transparency, and ethical implications of AI-enabled HRM, comparatively limited attention has been given to how such systems influence employees' willingness to express suggestions, concerns, and problems. This study examines the relationship between AI-enabled human resource management and employee voice by investigating psychological safety as a mediating mechanism and perceived human oversight as a moderating condition. A quantitative, cross-sectional research design was adopted, and data were obtained from the employees working in Indian organisations using AI-enabled or algorithm-supported HR practices. The proposed relationships were examined using Partial Least Squares Structural Equation Modelling (PLS-SEM) with bootstrapping. The results indicate that AI-enabled HRM is positively associated with psychological safety (β = 0.421, p < 0.001), while psychological safety has a significant positive relationship with employee voice (β = 0.486, p < 0.001). AI-enabled HRM also demonstrates a significant direct relationship with employee voice (β = 0.218, p < 0.001), as well as with promotive and prohibitive voice. Psychological safety significantly mediates the relationship between AI-enabled HRM and employee voice, including both promotive and prohibitive voice. Perceived human oversight significantly strengthens the relationship between AI-enabled HRM and psychological safety (β = 0.176, p < 0.001). The findings highlight that the employee consequences of AI-enabled HRM depend not only on technological implementation but also on psychological and governance conditions. The study contributes to responsible AI-HRM research by demonstrating that meaningful human oversight and psychological safety can support employees' willingness to communicate ideas and concerns in AI-enabled organisational environments.
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