THE PSYCHOLOGICAL IMPACTS OF AI INTEGRATION IN HRM PRACTICES AMONG HR PRACTITIONERS AND ACADEMIC STAFF IN UNIVERSITIES IN KWARA STTE, NIGERIA
Keywords:
Artificial Intelligence, Human Resource Management, Technostress, Job Insecurity, Psychological Well-being, Universities, Kwara StateAbstract
The integration of Artificial Intelligence (AI) into Human Resource Management (HRM) practices is transforming administrative processes in universities by improving efficiency, accuracy, and decision-making. Despite these benefits, concerns remain regarding the psychological effects of AI adoption on employees. This study examined the psychological impacts of AI integration in HRM practices among HR practitioners and academic staff in universities in Kwara State, Nigeria. A quantitative descriptive survey research design was adopted. The population comprised 1,026 HR practitioners and academic staff drawn from five selected public and private universities in Kwara State. A sample of 280 respondents was determined using the Krejcie and Morgan (1970) sample size determination table and selected through stratified random sampling. Data were collected using a validated questionnaire titled Artificial Intelligence Integration and Psychological Impacts Questionnaire (AIIPIQ) with a Cronbach's Alpha reliability coefficient of 0.89. Descriptive statistics (mean and standard deviation) were used to answer the research questions, while independent samples t-test, simple regression, and multiple regression analyses were employed to test the hypotheses at the 0.05 level of significance. The findings revealed that respondents experienced high levels of technostress and job insecurity and demonstrated a high level of trust in AI systems. A significant difference existed in the level of technostress experienced by HR practitioners and academic staff, whereas no significant difference was found in their perception of job insecurity. Furthermore, perceived fairness significantly influenced psychological well-being, while technostress and perceived fairness jointly predicted psychological well-being, accounting for 42% of the variance. The study concluded that effective AI integration in HRM should prioritize fairness, transparency, continuous staff training, and psychological support to enhance employee well-being and ensure sustainable digital transformation in universities. The study recommended the adoption of ethical AI governance frameworks, continuous digital capacity building, and employee-centred implementation strategies to promote responsible AI integration in university HRM.
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