Volume 38, Issue 4 (winter 2026)
JMDP 2026, 38(4): 165-191 |
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Khosravitanak M, Pourshafei H. (2026). Ethical Challenges of Using Artificial Intelligence in Human Resource Management: A Synthesis Study. JMDP. 38(4), 165-191.
URL: http://jmdp.ir/article-1-4923-en.html
URL: http://jmdp.ir/article-1-4923-en.html
1- , mohamadkhosravitanak@birjand.ac.ir
Abstract: (230 Views)
Purpose: The present study aims to identify and classify the ethical challenges arising from the application of artificial intelligence (AI) in human resource management (HRM). The focus of the research is on examining the relationship between AI-based technologies and the ethical dimensions of HRM.
Methodology: This study adopted a qualitative approach using the method of "research synthesis." Data were collected through documentary analysis, covering domestic studies from 2020 to 2025 (1399–1404 in the Iranian calendar) and international studies from 2020 to 2025. Keywords such as "ethical challenges," "artificial intelligence," and "human resource management" were searched in national and international. After screening, 28 final sources were selected for analysis, and data were examined using thematic analysis.
Findings: The results revealed four major ethical challenges, namely “bias and discrimination,” “privacy,” “transparency,” and “accountability.” The analysis indicates that successful and human-centered use of AI in HRM requires adherence to principles of justice, privacy protection, transparent decision-making, and organizational accountability.
Originality/ value: This study contributes theoretically by systematically categorizing the ethical challenges of AI in HRM, thereby extending the discussion on AI ethics within the human resource domain. From a practical perspective, the findings provide guidance for managers and policymakers to align their AI-driven decisions with ethical considerations.
Recommendations: Based on the findings, it is recommended that organizations develop clear and integrated ethical frameworks when applying AI in HRM. Future research may explore practical strategies to reduce algorithmic bias and enhance transparency in various organizational contexts.
Methodology: This study adopted a qualitative approach using the method of "research synthesis." Data were collected through documentary analysis, covering domestic studies from 2020 to 2025 (1399–1404 in the Iranian calendar) and international studies from 2020 to 2025. Keywords such as "ethical challenges," "artificial intelligence," and "human resource management" were searched in national and international. After screening, 28 final sources were selected for analysis, and data were examined using thematic analysis.
Findings: The results revealed four major ethical challenges, namely “bias and discrimination,” “privacy,” “transparency,” and “accountability.” The analysis indicates that successful and human-centered use of AI in HRM requires adherence to principles of justice, privacy protection, transparent decision-making, and organizational accountability.
Originality/ value: This study contributes theoretically by systematically categorizing the ethical challenges of AI in HRM, thereby extending the discussion on AI ethics within the human resource domain. From a practical perspective, the findings provide guidance for managers and policymakers to align their AI-driven decisions with ethical considerations.
Recommendations: Based on the findings, it is recommended that organizations develop clear and integrated ethical frameworks when applying AI in HRM. Future research may explore practical strategies to reduce algorithmic bias and enhance transparency in various organizational contexts.
Keywords: Artificial Intelligence, Human Resource Management, Ethical Challenges, Ethics in Technology, Privacy, Transparency
Type of Study: Research |
Subject:
Ethics & Administrative Integrity
Received: Oct 01 2025 | Accepted: Nov 02 2025 | ePublished: Feb 02 2026
Received: Oct 01 2025 | Accepted: Nov 02 2025 | ePublished: Feb 02 2026
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