Abstract
\nAs artificial intelligence (AI) becomes more prevalent in human resource management, its role in tourism and hospitality hiring remains underexplored. This study investigates job applicants\u2019 perceptions of AI in employee selection, focusing on resume screening and interviews. Drawing on fairness heuristic theory and social role theory, we examine how AI affects perceived justice, inclusion, and organizational attractiveness. Four scenario-based experiments and one qualitative study were conducted with job applicants comparing AI-based and human-based selection methods. Results show that human recruiters are generally perceived as more just and inclusive, enhancing organizational attractiveness. However, gender moderates these effects: females favor AI-based resume screening, whereas males are more receptive to AI-based interviews. These findings provide insights for organizations seeking to integrate AI into employee selection while maintaining justice and inclusion. As AI becomes more prevalent in hiring, organizations should prioritize human oversight, ensuring that AI supports rather than replaces human.<\/p>\n
Keywords
\nArtificial intelligence (AI)Employee selectionFairness heuristic theorySocial role theoryGender differencesOrganizational attractiveness<\/p>\n
<\/p>\n NEW AI PAPER JUST PUBLISHED Artificial Intelligence and Human Resources Recruitment Shi,X., Leung, X\/Y., Bai, B., Buhalis, D., 2027 Artificial intelligence\u2013facilitated selection in tourism and hospitality: Justice, inclusion, and gender differences in resume screening and interviews, Tourism Management Volume 118, February 2027, 105478 https:\/\/doi.org\/10.1016\/j.tourman.2026.105478 Abstract As artificial intelligence (AI) becomes more prevalent in human resource… Read more » about NEW AI PAPER JUST PUBLISHED Artificial Intelligence and Human Resources Recruitment<\/span><\/a><\/p>\n","protected":false},"author":327,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ngg_post_thumbnail":0,"footnotes":""},"categories":[7],"tags":[],"class_list":["post-5201","post","type-post","status-publish","format-standard","hentry","category-research"],"acf":[],"_links":{"self":[{"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/posts\/5201","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/users\/327"}],"replies":[{"embeddable":true,"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/comments?post=5201"}],"version-history":[{"count":1,"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/posts\/5201\/revisions"}],"predecessor-version":[{"id":5203,"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/posts\/5201\/revisions\/5203"}],"wp:attachment":[{"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/media?parent=5201"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/categories?post=5201"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/microsites.bournemouth.ac.uk\/tourism\/wp-json\/wp\/v2\/tags?post=5201"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}![\"\"](\"https:\/\/microsites.bournemouth.ac.uk\/tourism\/files\/2026\/09\/Screenshot-2026-09-05-at-07.30.38-219x300.png\")
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