Abstract
Our thesis focuses on the acceptability of a conversational agent dedicated to human resources management. That is, the intention to use this technology by employees. Our work has two objectives: 1) to identify the individual perceptions that may predict the intention to use this technology and 2) to study the specific role of the organisation's configuration in this acceptability. Our results suggest that the more an individual perceives the conversational agent as useful, easy to use, trustworthy, respecting the principles of informational justice and supported by both hierarchies and peers, the more they will intend to use it. We can also note that when the perceived behavioural control of the prospective user is low, then they are more likely to intend to use the technology if they perceive it as easy to use. Similarly, by addressing the question of the role of the organisation through Mintzberg's (1982) model, we were able to identify that structures that tended to be bureaucratic were more conducive to the intention to use the technology by employees. In more detail, companies that are likely to be more favourable to the formation of behavioural intention to use the HR chatbot by employees, I) coordinate their activities through the standardisation of work processes or results, II) have few liaison mechanisms and, III) deploy systems for planning actions and monitoring results. Furthermore, our results suggest that contingency factors influence the acceptability of an HR chatbot. Indeed, individuals working in a structure with a simple and stable environment and/or with a regulating technical system are more likely to use the technology than others. The reader can find a detailed summary of our research work in the "Overview of the thesis" section.