Search Results (7)

This study investigates hotel employees’ perceptions of AI-driven human resource (HR) management systems within the Accor Group’s properties across three major European cities: Paris, Berlin, and Amsterdam. These diverse urban contexts, spanning a broad portfolio of hotel brands from luxury to economy, provide a rich setting for exploring how AI integration affects employee attitudes and work–life balance. A total of 437 employees participated in the survey, offering a robust dataset for structural equation modeling (SEM) analysis. Exploratory factor analysis identified two primary factors shaping perceptions: AI Perceptions, which encompasses employee views on AI’s impact on job performance, communication, recognition, and retention, and balanced management, reflecting attitudes toward fairness, personal consideration, productivity, and skill development in AI-managed environments. The results reveal a complex but optimistic view, where employees acknowledge AI’s potential to enhance operational efficiency and career optimism but also express concerns about flexibility loss and the need for human oversight. The findings underscore the importance of transparent communication, contextual sensitivity, and continuous training in implementing AI systems that support both organizational goals and employee well-being. This study contributes valuable insights to hospitality management by highlighting the relational and ethical dimensions of algorithmic HR systems across varied organizational and cultural settings. Full article

In the face of accelerating digital transformation and AI-driven innovations in the post-COVID-19 era, the effectiveness of Human Resource Information Systems (HRIS) is critical to organizational resilience and sustainable digital transformation in highly regulated sectors. This study examines how information quality, executive innovativeness, and staff IT capabilities influence HRIS effectiveness and evaluates the mediating role of Information System (IS) Ambidexterity, defined as an organization’s ability to explore and exploit its IS resources concurrently. By confirming the impact of organizational enablers on HRIS effectiveness, the study provides theoretical grounding for digital transformation strategies rooted in Resource-Based View (RBV) and Dynamic Capabilities Theory (DCT). Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS was employed for its strength in modeling complex relationships and validating latent constructs in organizational contexts. Empirical data were gathered from 157 HR leaders across financial institutions in Pakistan. The results confirm that the identified enablers significantly impact both IS Ambidexterity and HRIS effectiveness and also emerge as strategic levers for building resilient, data-driven HRIS frameworks. IS Ambidexterity, a relatively underexplored construct in information systems research, enhances the strategic contribution of HRIS by serving as a dynamic capability that enables organizations to adapt and create sustained value in evolving digital environments. HRIS effectiveness contributes to efficiency, agility, strategic responsiveness, and cost optimization in financial institutions. The findings contribute to theory by integrating IS enablers with dynamic capability mediation, enriching the RBV-DCT interplay. This study provides evidence-based insights for developing economies pursuing sustainable digital transformations. Full article

HR decision-making is changing as a result of artificial intelligence (AI), especially in the areas of hiring, onboarding, and retention. This study examines the use of AI tools throughout the lifecycle of an employee, emphasizing how they enhance the effectiveness, customization, and scalability of HR procedures. These solutions streamline employee setup, learning, and documentation. They range from AI-driven applicant tracking systems (ATSs) for applicant selection to AI-powered platforms for automated onboarding and individualized training. Predictive analytics also helps retention and performance monitoring plans, which lowers turnover, but issues such as bias, data privacy, and ethical problems must be carefully considered. This paper addresses the limitations and future directions of AI while examining its disruptive potential in HR. Full article

Objective: The objective of the study was to establish an AI-driven decision support system by identifying the most important features in the severity of disease for Intensive Care Unit (ICU) with Mechanical Ventilation (MV) requirement, ICU, and InterMediate Care Unit (IMCU) admission for hospitalized patients with COVID-19 in South Florida. The features implicated in the risk factors identified by the model interpretability can be used to forecast treatment plans faster before critical conditions exacerbate. Methods: We analyzed eHR data from 5371 patients diagnosed with COVID-19 from South Florida Memorial Healthcare Systems admitted between March 2020 and January 2021 to predict the need for ICU with MV, ICU, and IMCU admission. A Random Forest classifier was trained on patients’ data augmented by SMOTE, collected at hospital admission. We then compared the importance of features utilizing different model interpretability analyses, such as SHAP, MDI, and Permutation Importance. Results: The models for ICU with MV, ICU, and IMCU admission identified the following factors overlapping as the most important predictors among the three outcomes: age, race, sex, BMI, diarrhea, diabetes, hypertension, early stages of kidney disease, and pneumonia. It was observed that individuals over 65 years (‘older adults’), males, current smokers, and BMI classified as ‘overweight’ and ‘obese’ were at greater risk of severity of illness. The severity was intensified by the co-occurrence of two interacting features (e.g., diarrhea and diabetes). Conclusions: The top features identified by the models’ interpretability were from the ‘sociodemographic characteristics’, ‘pre-hospital comorbidities’, and ‘medications’ categories. However, ‘pre-hospital comorbidities’ played a vital role in different critical conditions. In addition to individual feature importance, the feature interactions also provide crucial information for predicting the most likely outcome of patients’ conditions when urgent treatment plans are needed during the surge of patients during the pandemic. Full article

Chronic stress, culminating in burnout, evolves gradually and is notoriously difficult to detect due to vague symptoms and individuals’ hesitances to acknowledge their struggles. To expedite the identification and recognition of this condition, enabling timely psychological intervention, the integration of Artificial Intelligence (AI) is increasingly being considered. This research does not assert the feasibility of an AI system managing all aspects of chronic stress’s impact. However, it highlights the capability of current technology to detect stress indicators based on quantifiable data like Heart Rate (HR) and organizational climate dimensions. Although other physiological markers such as oximetry, skin galvanic response, and EKG have been explored, they have not shown reliable differentiation between stress and joy. Focused on the unique context of school principals in the Bedouin region of Israel, this study investigates the interplay between HR, organizational climate, and stress levels. It introduces a novel application of a fuzzy logic tool that combines HR and organizational climate metrics to aid in stress diagnosis. This tool incorporates the psychologist’s expertise to provide real-time data crucial for developing effective coping strategies. While the AI-supported fuzzy system does not replace professional psychological intervention, it significantly enhances the speed of condition identification and intervention planning, thus shortening the response time to stress-related issues in educational leadership within culturally specific settings. The application of such AI-driven tools is pivotal for sustaining the well-being and effectiveness of educational leaders, thereby supporting the broader goal of educational sustainability. Full article

Employee attrition and high turnover have become critical challenges faced by various sectors in today’s competitive job market. In response to these pressing issues, organizations are increasingly turning to artificial intelligence (AI) to predict employee attrition and implement effective retention strategies. This paper delves into the application of explainable AI (XAI) in identifying potential employee turnover and devising data-driven solutions to address this complex problem. The first part of the paper examines the escalating problem of employee attrition in specific industries, analyzing the detrimental impact on organizational productivity, morale, and financial stability. The second section focuses on the utilization of AI techniques to predict employee attrition. AI can analyze historical data, employee behavior, and various external factors to forecast the likelihood of an employee leaving an organization. By identifying early warning signs, businesses can intervene proactively and implement personalized retention efforts. The third part introduces explainable AI techniques which enhance the transparency and interpretability of AI models. By incorporating these methods into AI-based predictive systems, organizations gain deeper insights into the factors driving employee turnover. This interpretability enables human resources (HR) professionals and decision-makers to understand the model’s predictions and facilitates the development of targeted retention and recruitment strategies that align with individual employee needs. Full article

Heart disease, caused by low heart rate, is one of the most significant causes of mortality in the world today. Therefore, it is critical to monitor heart health by identifying the deviation in the heart rate very early, which makes it easier to detect and manage the heart’s function irregularities at a very early stage. The fast-growing use of advanced technology such as the Internet of Things (IoT), wearable monitoring systems and artificial intelligence (AI) in the healthcare systems has continued to play a vital role in the analysis of huge amounts of health-based data for early and accurate disease detection and diagnosis for personalized treatment and prognosis evaluation. It is then important to analyze the effectiveness of using data analytics and machine learning to monitor and predict heart rates using wearable device (accelerometer)-generated data. Hence, in this study, we explored a number of powerful data-driven models including the autoregressive integrated moving average (ARIMA) model, linear regression, support vector regression (SVR), k-nearest neighbor (KNN) regressor, decision tree regressor, random forest regressor and long short-term memory (LSTM) recurrent neural network algorithm for the analysis of accelerometer data to make future HR predictions from the accelerometer’s univariant HR time-series data from healthy people. The performances of the models were evaluated under different durations. Evaluated on a very recently created data set, our experimental results demonstrate the effectiveness of using an ARIMA model with a walk-forward validation and linear regression for predicting heart rate under all durations and other models for durations longer than 1 min. The results of this study show that employing these data analytics techniques can be used to predict future HR more accurately using accelerometers. Full article