What does this research mean for the field?

Ethical governance is the most potent predictor of HR professionals' intention to use AI in emerging economies, which subsequently enhances perceived HRM effectiveness. Novelty: ClaimNovelty.NOVEL_FINDING. Consensus alignment: ConsensusAlignment.NEUTRAL.

What question did this study set out to answer?

To examine the paradox of high public optimism alongside low organizational integration of artificial intelligence in human resource management, identifying critical socio-technical barriers and acceptance drivers.

September 5, 2026Social Sciences & Humanities OpenOpen Access

The primacy of ethical governance: Unraveling the AI-HRM adoption paradox in an emerging economy

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Authors

APAunchistha Poo-Udom

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Overview

Mixed-methods study reveals ethical governance drives AI adoption in human resource professionals, highlighting the necessity of transparent oversight over pure technical capability.

Key Points

To examine the paradox of high public optimism alongside low organizational integration of artificial intelligence in human resource management, identifying critical socio-technical barriers and acceptance drivers.
Employed a sequential exploratory mixed-methods design in Thailand, beginning with thematic analysis of semi-structured interviews with senior HR professionals.
Tested an extended Unified Theory of Acceptance and Use of Technology framework using partial least squares structural equation modeling (PLS-SEM) on nationwide survey data from 284 HR practitioners.
Conducted post-hoc multi-group analysis (MGA) to evaluate moderating effects based on organizational size and practitioner experience.
Ethical governance emerged as the most potent positive predictor of intention to use AI, which subsequently exerted a positive influence on perceived HRM effectiveness.
Qualitative analysis identified three primary institutional barriers: strategic imperative versus operational paralysis, a trust deficit, and a human-AI competency chasm.
Multi-group analysis revealed that facilitating conditions more strongly influence adoption intention in large organizations, whereas ethical governance is significantly more salient for experienced HR practitioners.

Cite This Study

Aunchistha Poo-Udom (2026) studied this question.

synapsesocial.com/papers/6a9bd49d6b95aff0620ec695 https://doi.org/10.1016/j.ssaho.2026.103554

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September 5, 2026Social Sciences & Humanities OpenOpen Access

The primacy of ethical governance: Unraveling the AI-HRM adoption paradox in an emerging economy

View Full Paper

Ask AI

Bookmark

Authors

APAunchistha Poo-Udom

Discussion

Member takes

Overview

Mixed-methods study reveals ethical governance drives AI adoption in human resource professionals, highlighting the necessity of transparent oversight over pure technical capability.

Key Points

To examine the paradox of high public optimism alongside low organizational integration of artificial intelligence in human resource management, identifying critical socio-technical barriers and acceptance drivers.
Employed a sequential exploratory mixed-methods design in Thailand, beginning with thematic analysis of semi-structured interviews with senior HR professionals.
Tested an extended Unified Theory of Acceptance and Use of Technology framework using partial least squares structural equation modeling (PLS-SEM) on nationwide survey data from 284 HR practitioners.
Conducted post-hoc multi-group analysis (MGA) to evaluate moderating effects based on organizational size and practitioner experience.
Ethical governance emerged as the most potent positive predictor of intention to use AI, which subsequently exerted a positive influence on perceived HRM effectiveness.
Qualitative analysis identified three primary institutional barriers: strategic imperative versus operational paralysis, a trust deficit, and a human-AI competency chasm.
Multi-group analysis revealed that facilitating conditions more strongly influence adoption intention in large organizations, whereas ethical governance is significantly more salient for experienced HR practitioners.

Cite This Study

Aunchistha Poo-Udom (2026) studied this question.

synapsesocial.com/papers/6a9bd49d6b95aff0620ec695 https://doi.org/10.1016/j.ssaho.2026.103554

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