human resource teams

Abstract: The growing adoption of artificial intelligence (AI) in the workplace has raised questions about how employer demand for different work activities is changing. We examine how the prevalence and content of work activities in online job postings change in association with activity-level measures of AI exposure, derived from Copilot and Claude usage. To enable systematic comparisons, we develop a pipeline that extracts the responsibilities from job advertisements and maps them onto O*NET's standardized taxonomy of Intermediate Work Activities (IWAs). We then apply this approach to 50,000 job advertisements from 33 firms between 2023 and 2025. From this analysis, we first find that explicit mentions of AI increased by 66%, although much of this growth occurs outside descriptions of the actual work activities associated with a job. Looking specifically at the advertised job responsibilities, activities with greater AI exposure tend to decline in advertised prevalence, but only mildly as a share of the total number of responsibilities. At the same time, more AI-exposed work activities increasingly are associated with explicitly AI-related responsibilities, suggesting that employers are looking to hire people who can perform these responsibilities with AI.

Abstract: Multimodal emotion recognition commonly combines textual, acoustic, and visual signals to infer affective states. Recent work has begun to study conflicts among modalities, but a conflict does not necessarily indicate that a person is concealing an emotion. It may also result from mixed emotions, individual expressive styles, or contextual factors. This proposal aims to distinguish ordinary emotional inconsistency from emotion concealment and to infer the underlying emotion when supported by evidence. We plan to construct a multimodal benchmark with explicit annotations of expressed emotion, internal emotion, and concealment conditions, and to develop an MLLM-based framework that integrates fine-grained facial Action Units (AUs), cross-modal features, and temporal context.

Abstract: This study aims to deepen the understanding of artificial intelligence's (AI) impact on work by introducing and describing the AI-Job Dynamics Framework. Drawing from sociotechnical systems theory, complexity theory, and organizational learning theories, we conceptualize AI integration as a dynamic, non-linear process with three key phases. The framework, supported by theoretical propositions, identifies how this process affects organizational decision-making structures and key job characteristics over time, emphasizing the balance between centralization and decentralization of decision-making power. AI integration initially reduces job autonomy but may lead to greater autonomy in later phases as AI becomes more embedded. Throughout this process, AI reshapes skill requirements from routine to complex cognitive and adaptive skills. In the advanced phase of AI integration, we introduce the alternative paths and varied trajectories through which AI, organizational structures, and individual work experiences evolve. We conclude by discussing the implications of this framework for future research on AI and job design.

Abstract: Organizations started listening to employees through conversational AI agents alongside structured surveys. Little is known about what these channels change in what employees say when disclosure carries hierarchical risk. We report a field study inside a global management consulting firm whose process pairs a pre-survey with an adaptive AI voice interview on the same themes within one session. Across 44 first-session interviews (132 matched theme observations), 20-41% of sessions showed a favorable rating co-occurring with a substantive concern voiced later, depending on the favorability threshold. The Gioia analysis drew on 158 protective quotes from 65 eligible sessions. Disclosure rarely arrived unguarded: employees softened concerns, deflected accountability, and bounded how far they went, and this protective work tracked the perceived legitimacy of the listening structure. We develop a grounded model of bounded disclosure and derive four propositions for voice, channel and listening research. Silence, we argue, can persist inside expression.