Jessica Ochmann

Friedrich-Alexander-University Erlangen-Nürnberg | FAU · School of Business and Economics

Despite constant efforts of organisations to ensure a fair and transparent personnel selection process, hiring is still characterised by systematic inequality. The potential of algorithms to produce fair and objective decision outcomes has attracted the attention of academic scholars and practitioners as a conceivable alternative to human decision‐...

Algorithmic advice has been shown to outperform human reasoning in various domains. However, prior research suggests that humans might be reluctant to accept it and proposed multiple avenues to increase the acceptance. To structure these approaches and potentially shed light on inconclusive results of prior studies, we propose a novel perspective o...

Organizations are increasingly adopting artificial intelligence (AI) for business processes. AI-based recommendations aim at supporting users in decision-making, e.g., by pre-filtering options. However, users can often hardly understand how these recommendations are developed. This issue is called “black box problem”. In the context of Human Resour...

Digital nudges offer a promising avenue to promote individual welfare by supporting individuals in their daily decision-making. However, most existing applications merely adapt analog nudges to the digital world, rather than leveraging the unique possibilities that digital environments offer. At the same time, recent discussions raise ethical objec...

Artificial intelligence (AI) offers promising tools to support the job-seeking process by providing automatic and user-centered job recommendations. However, job seekers often hesitate to trust AI-based recommendations in this context given the far-reaching consequences of the importance of the decision for a job on their future career and life. Th...

Organizations are increasingly adopting automation in human resource management (HRM). Subsumed under the term “AI recruitment” organizations try to restructure HRM and apply innovative technologies to achieve a higher level of efficiency. Considering the ongoing “war for talent”, it is also crucial to discuss candidates’ expectations regarding the...

Traditional recruiting techniques are often characterized by discrimination as human recruiters make biased decisions. To increase fairness in human resource management (HRM), organizations are increasingly adopting AI-based methods. Especially recruiting processes are restructured in order to find promising talents for vacant job positions. Howeve...

In a fast-moving world with complex organizational structures and geographic dispersion of employees, an efficient management of knowledge and related systems is crucial for an organizations’ competitive advantage. In this paper we examine social and technological aspects that influence how individuals can be motivated to share and create knowledge...

Die Digitalisierung begünstigt die Entwicklung von datenzentrischen Dienstleistungen. Diese zeichnen sich durch die wertschöpfende Nutzung von Daten aus. In dem Beitrag wird auf den Unterschied zwischen datenzentrischen und digitalisierten Dienstleistungen eingegangen. Zudem werden Erlösmodelle für datenzentrische Dienstleistungen diskutiert. Bei A...