Algorithmic Decision Making Undermines Affective Commitment

We propose that using algorithms to make human resource decisions (e.g., selection, promotion, compensation, etc.) will undermine employees’ affective commitment. Specifically, we posit that algorithms signal a lack of individualized concern, which lowers perceived organizational support, and, in turn, feelings of affective commitment. In a series of five studies, we find strong support for this model, using a wide range of samples, methods, and contexts. We also identify a potential intervention: human beings teaming with algorithms to jointly make decisions partially restores perceptions of individualized concern, as well as feelings of organizational support and affective commitment. We discuss the implications of these findings for future research on how organizations can integrate algorithms into decision processes and successfully navigate the process of automation.