Article
A Study of AI enabled HR Practices, Employee Perception and Quality of Work Life in Higher Education
Purpose
The aim of this paper is to examine the influence of Artificial Intelligence (AI) enabled Human Resource (HR) practices on employee outcomes in higher education by looking at the sequential mediating role of employee perception and Quality of Work Life (QWL). It assesses how employees’ perceptions of AI-enabled HR practices related to justice, transparency, usefulness and trust lead to improved work outcomes.
Material and Methods
The study used a quantitative research design and survey data collected from employees in higher education organizations. The suggested conceptual model is empirically validated by (PLS-SEM) to explore direct and indirect links between AI-enabled HR practices, employee perception, quality of work life and work-related outcomes.
Results
Findings show that AI-enabled HR strategies favorably influence employee perceptions, which subsequently increase quality of work life and work-related results. The findings further corroborate the strong sequential mediation effects of employee perception and quality of work life, indicating that good perceptions of the AI-driven HR systems lead to improved employee well-being, job satisfaction, and organizational commitment.
Originality
This study contributes to the growing body of literature on AI-enabled HRM by proposing and testing a sequential moderated mediation framework that integrates AI-enabled HR practices, employee perception, quality of work life, and work-related outcomes in higher education. It builds upon extant HRM research by identifying the psychological pathways via which AI-enabled HR practices increase employee well-being and company effectiveness.