20.500.12556/DKUM-98974 Povezave med pripomočki umetne inteligence in zaznave pravičnosti in delovne zavzetosti zaposlenih v računovodski dejavnosti Connections between artificial intelligence tools and perceptions of fairness and employee engagement in the accounting profession Umetna inteligenca postaja vse pomembnejši del sodobnih organizacij in kadrovskih sistemov. Njena uporaba prinaša številne koristi, hkrati pa odpira vprašanja pravičnosti in tveganja pristranskosti. Zaznava pravičnosti pri tem pomembno vpliva na odzive zaposlenih, njihovo zadovoljstvo ter delovno zavzetost. V zadnjih letih se zato vse več pozornosti namenja vprašanju, kako zaposleni dojemajo uporabo umetne inteligence pri ocenjevanju uspešnosti. V empiričnem delu diplomskega dela smo s pomočjo anketnega vprašalnika raziskovali, ali zaposleni v računovodski dejavnosti ocenjevanje uspešnosti, ki ga poda umetna inteligenca, dojemajo drugače kot ocenjevanje s strani vodje. V raziskavi je sodelovalo 44 zaposlenih v računovodski dejavnosti. Ugotovili smo, da anketiranci sistemov ocenjevanja, ki temeljijo na uporabi umetne inteligence, ne dojemajo kot bolj pravičnih od sistemov, v katerih oceno poda vodja. Prav tako rezultati niso pokazali razlik niti v pripravljenosti zaposlenih za izboljšanje delovne uspešnosti po prejeti slabi oceni niti v privlačnosti organizacije za zaposlitev ali ostanek v njej glede na vrsto ocenjevalca. Artificial intelligence is becoming an increasingly important part of moder organizations and human resource management systems. Its use offers numerous benefits while also raising concerns about fairness and the risk of bias. Perceptions of fairness play an important role in shaping employees' reactions, job satisfaction and work engagement. Consequently, in recent years, growing attention has been devoted to understanding how employees perceive the use of artificial intelligence in performance appraisal. In the empirical part of this thesis, we used a questionnaire survey to examine whether employees in the accounting sector perceive performance evaluations conducted by artificial intelligence differently from those conducted by a supervisor. The study included 44 employees working in the accounting sector. The findings revealed that respondents did not perceive AI-based performance appraisal systems as fairer than systems in which evaluations were conducted by a supervisor. Furthermore, the results showed no differences in employees' willingness to improve their job performance after receiving a poor evaluation, nor in the attractiveness of an organization as a place to seek or remain employed, depending on whether the evaluation was provided by artificial intelligence or by a supervisor umetna inteligenca ocenjevanje uspešnosti organizacijska pravičnost delovna zavzetost upravljanje človeških virov. artificial intelligence performance evaluation organizational justice work engagement human resource management. true true false S. Pečoler] Slovenski jezik Angleški jezik Diplomsko delo/naloga 2026-07-22 14:07:22 2026-09-08 09:49:15 2026-09-09 03:06:32 0000-00-00 00:00:00 2026 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.101.62 290324995 UN_Pecoler_Sara_2026.pdf UN_Pecoler_Sara_2026.pdf 1 FCAD02C139F038D1D0F17B1B3DC185B0 47a36b4929965446965710a031c6943121ffc8a7b62155085c04c1d1fae8c50b fcaaa4eb-a504-11f1-b1f1-00155d0001be https://dk.um.si/Dokument.php?lang=slv&id=210980 Ekonomsko-poslovna fakulteta 0 0 0