Work Locus of Control as a Predictor of Attitudes Toward Artificial Intelligence

Human Resource Development (HRD) professionals seek information on the organization's conditions that will facilitate or impede collective performance; many employee surveys focus on individual attitudes or job experiences. Based on this study, the concept of Employee-Based Organizational Performance Evaluation is developed as a diagnostic scale that is referred to the organization contains six components namely mission clarity, workforce cohesion, communication, resilience, leadership capability and accountability. The scale adds five items to an existing 22-item pool to represent accountability and four items to represent communication, building on previous organizational efficacy and perceived leadership efficacy measures. Thirty-nine employees (60% of a 65-person Midwestern U.S. service operation) completed the 31-item instrument. Exploratory analyses showed reasonably high internal consistency across the six dimensions (alpha = .758- .924) and warrant further exploration of the accountability and communication item sets. Results of an exploratory regression indicated that cohesion was uniquely related to mission. The results for this study are preliminary psychometric evidence, not a scale validation, due to the small, cross sectional, single organization sample. The instrument provides a basis for HRD practitioners and researchers to measure perceptions of HRD capability at the organizational level and to identify priorities for further instrument development and validation studies.