Best friend or broken tool? Exploring the co-existence of humans and artificial intelligence in the workplace ecosystem

Artificial intelligence (AI) has become an important topic in business literature and strategy talk. Yet, much of this literature is normative and conceptual in nature. How organizational members perceive AI and the job role changes that come with it is, so far, largely unknown territory for both HR scholars and practitioners. We sought to investigate the relationship between humans and AI and conducted an in-depth exploratory study into the co-existence of humans and two early-stage AI-solutions, one for “low-status” automation and another for “high-status”; augmentation. We suggest that different organizational groups may engage in distinctly different sensemaking processes regarding AI, an important insight for successful HRM strategies when AI is being introduced into the workplace. Moreover, contrary to recent conceptual work, our findings indicate that AI-enabled automation and augmentation solutions may not be detached from nor exist in tension with each other. They are deeply embedded in organizational processes and workflows for which people who co-exist with the technologies must take ownership. Our findings, in part, go against discussions on AI “taking over” jobs or deskilling humans. We describe a more nuanced version of reality fluctuating around the various ways different organizational groups encounter different AI-solutions in their daily work. Finally, our study warns against unconditional technological enthusiasm, managerial ignorance of the nature of work that employees undertake in different organizational groups, and a neglect of the time and effort required to successfully implement AI-solutions that affect not only the home organization but also members of the broader ecosystem.     

Voting Paradoxes and MCDM

Many, if not most, problems in group decision making can be translated into MCDM problems by substituting criteria for voters. Yet, there has been very little discussion about the implications of various types of voting paradoxes to MCDM. The classic voting paradoxes, viz. Borda's and Condorcet's, have obvious implications for certain MCDM situations. The latter implies that the notion of the best alternative, given a set of criteria and information about the ordinal ranking of the alternatives on those criteria, can be essentially arbitrary. The former, in turn, demonstrates a particularly clear case of conflict between reasonable intuitions. Completely unexplored are implications of compound majority paradoxes to MCDM. The paper deals with Ostrogorski's and Anscombe's paradoxes which result from non-bisymmetry and non-associativity of the majority relation. Moreover, we shall discuss the implications of paradox of multiple elections which is a situation where the result of multiple-item election may be a policy alternative that nobody voted for.     

制造型企业服务战略与企业绩效的关系研究

西方许多优秀制造企业已经在向服务提供商的转型战略中获得了成功,但是也有失败的企业案例。西方学者将这种现象称为＂制造企业的服务悖论＂,其核心问题是制造企业的服务战略是否会提高企业绩效。本文回顾了西方学者关于制造企业服务战略与企业绩效关系的相关研究,并从行业与企业特征视角试图解释服务悖论现象,最后展望了该领域未来的研究方向。     

IT生产率悖论对我国乡镇企业信息化建设的启示

随着我国农业信息化进程的不断推进,乡镇企业目前正面临着由信息技术所引起的成功诱惑和失败困惑,乡镇企业实施信息化的效果越来越受到各方面的关注。“IT生产率悖论”是探讨信息技术投入效果的研究理论之一,文章回顾和总结了“IT生产率悖论”相关研究的历程和各阶段的一些成果,并结合我国乡镇企业具体情况,探讨了“IT生产率悖论”的研究对于我国乡镇企业信息化的启示。     

“经济人”分析范式内含的理性悖论——长远利益、为己利他与行为理性的理解

"经济人"分析范式在理性概念的使用上存在明显的逻辑悖论:基于行为功利主义的定义以及由此展开的行为分析,实质上使用的是有限理性,而在理性模型的构建和宏观经济的分析上实际使用的却是完全理性。正是由于在不同场合所使用理性内涵存在如此的不一致,现代主流经济学对短期的行为评价和长期的现象预测之间就出现了断裂。而且,现代主流经济学试图用"无形的手"将两者沟通起来,却一直无法说明"无形的手"是如何运作的。相反,基于长期利益的实现程度和"为己利他"行为机理的实施程度这一视域,可以更好地区别有限理性和完全理性这两个概念,可以更好地认识现实生活中各种行为的理性程度,从而理解社会中不同程度的合作现象。