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The Influence of a Robot's Level of Humanness on People's Acceptance Towards Interacting with Robots in Job Interviews

Merkel, Linda (2021) The Influence of a Robot's Level of Humanness on People's Acceptance Towards Interacting with Robots in Job Interviews.

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Abstract:This paper investigates to what extent a robot’s level of humanness affects people’s acceptance towards interacting with a robot in job interviews. It was hypothesized that a robot’s level of humanness would positively predict four acceptance factors (perceived usefulness, perceived enjoyment, perceived trust, and perceived sociability) and the acceptance towards interacting with a robot in job interviews. Furthermore, it was hypothesized that these acceptance factors would affect the relationship between a robot’s level of humanness and robot acceptance. A survey-based vignette study has been conducted to estimate the differences between two research groups regarding their perceptions and their behavioural intention towards interacting with a humanlike robot in the first group versus interacting with a machinelike robot in the second group in job interviews. Also, the impact of the acceptance factors on the relationship between a robot’s level of humanness and the behavioural intention was estimated. Data of 151 participants were analysed conducting an independent t-test and a mediation analysis. We found significant mean differences in all variables between the groups. Higher levels of robotic humanness predicted higher perceived enjoyment, trust, sociability, humanness, and behavioural intention but lower perceived usefulness. Furthermore, perceived enjoyment significantly strengthened and perceived usefulness significantly weakened the relationship between a robot’s level of humanness and the behavioural intention. This study provides initial empirical evidence for the importance of robotic humanness on people’s behavioural intention to interact with a robot in job interviews. This new knowledge may help managers to not just improve human-robot interactions in job interviews but also to improve recruitment processes and to hire a qualified workforce.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/88226
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