Unlocking the Path to AI Adoption: Antecedents to Behavioral Intentions in Utilizing AI for Effective Job (Re)Design

Purpose – The study attempts to shed light on the level of adoption of artificial intelligence (AI) in the human resource (HR) departments for the purposes of designing jobs through assessment of the willingness and utilization of the employees in the said departments. Aim(s) – The objective is to identify the primary antecedents that influence the behavioral intentions of employees in HR departments to use AI specifically for the HR function of job design. Design/methodology/approach – The study uses a multiple linear regression method grounded in a survey based on the Unified Theory of Acceptance and Use of Technology (UTAUT). The purposive sample consisted of 107 HR professionals working in companies in the Republic of North Macedonia. Findings – The results from the regression analysis revealed that performance expectancy, social influence, and facilitating conditions positively influence the behavioral intentions of HR professionals toward AI adoption in job design activities. Limitations of the study – Future studies could address the limitations of our research endeavor by broadening the sample size, assessing the opportunity for adopting AI in other HR functions, and including more countries in the sampling and analysis. Practical implications – The study points out several recommendations to HR managers, business leaders, and policy-makers regarding the effective and ethical utilization of AI for designing and redesigning jobs in the contemporary business environment to make the workforce more satisfied, engaged, and productive. Originality/value – This study represents one of the first research endeavors on the application of AI for the particular HR function of job design, considering its previous wider adoption in HR functions like recruitment and payroll, which is heavily researched. It further contributes to the discussion of if and to what extent HR professionals tend to use AI.