Applications based on artificial intelligence (AI) play an increasing role in the public sector and invoke political discussions. Research gaps exist regarding the disclosure effects—reactions to disclosure of the use of AI applications—and the deployment effect—efficiency gains in data savvy tasks. This study analyzes disclosure effects and explores the deployment of an AI application in a pre-registered field experiment (n=2,000) co-designed with a public organization in the context of employer-driven recruitment. The linear regression results show that disclosing the use of the AI application leads to significantly less interest in an offer among job candidates. The explorative analysis of the deployment of the AI application indicates that the person–job fit determined by the leaders can be predicted by the AI application. Based on the literature on algorithm aversion and digital discretion, this study provides a theoretical and empirical disentanglement of the disclosure effect and the deployment effect to inform future evaluations of AI applications in the public sector. It contributes to the understanding of how AI applications can shape public policy and management decisions, and discusses the potential benefits and downsides of disclosing and deploying AI applications in the public sector and in employer-driven recruitment.

中文翻译：

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不，谢谢，亲爱的 AI！了解人工智能在公共部门招聘中的披露和部署的影响

基于人工智能 (AI) 的应用程序在公共部门发挥着越来越大的作用，并引发了政治讨论。关于披露效应（对披露使用 AI 应用程序的反应）和部署效应（数据精明任务中的效率提升）存在研究差距。本研究分析了披露效应，并探讨了在雇主驱动的招聘背景下，在与公共组织共同设计的预注册实地实验 (n=2,000) 中部署 AI 应用程序。线性回归结果表明，披露 AI 应用程序的使用会导致求职者对工作机会的兴趣大大降低。对 AI 应用程序部署的探索性分析表明，AI 应用程序可以预测领导者确定的人职匹配。基于有关算法厌恶和数字自由裁量权的文献，本研究提供了披露效应和部署效应的理论和实证分离，以为公共部门人工智能应用的未来评估提供信息。它有助于理解人工智能应用程序如何影响公共政策和管理决策，并讨论在公共部门和雇主驱动的招聘中披露和部署人工智能应用程序的潜在好处和缺点。