840: Peeking into the Era of AI-Human Resources Management: An Optimal Distinctiveness Perspective (17273)

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AI-human interactions have become increasingly prevalent in organizations during the era of digital advancement. Drawing on the Optimal Distinctiveness Theory, this research focuses on identifying and testing AI-HRM inclusion and distinctiveness practices. We explore how the interaction effect of AI-HRM inclusion and distinctiveness practices positively impacts human employees' creativity through their collaboration and competition with AI applications. In Study 1, we develop and validate a scale for each of the two practices by conducting a qualitative study with 36 participants in Taiwan and a survey for exploratory factor analysis (EFA) among 340 employees in the U.S. Study 2 involves testing a theoretical model related to the two AI-HRM practices using a survey method with 3,686 participants from China. The findings reveal that AI-human inclusion practices enhance collaboration and competition between human employees and AI, thereby fostering creativity. Additionally, AI-human distinctiveness practices strengthen the positive relationship between AI-human inclusion practices and human employees' competition with AI. Overall, AI-human inclusion practices facilitate human employees' creativity through their collaborative and competitive interactions with AI. This research represents a significant advancement in transforming traditional HRM approaches into AI-HRM practices, highlighting an enduring trend in this era of intelligence: the partnership between humans and artificial intelligence is poised to unleash a stronger synergy.

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