TY - JOUR A1 - Cardon, Peter W. A1 - Ma, Haibing A1 - Fleischmann, Carolin T1 - Recorded Business Meetings and AI Algorithmic Tools: Negotiating Privacy Concerns, Psychological Safety, and Control JF - International Journal of Business Communication N2 - Artificial intelligence (AI) algorithmic tools that analyze and evaluate recorded meeting data may provide many new opportunities for employees, teams, and organizations. Yet, these new and emerging AI tools raise a variety of issues related to privacy, psychological safety, and control. Based on in-depth interviews with 50 American, Chinese, and German employees, this research identified five key tensions related to algorithmic analysis of recorded meetings: employee control of data versus management control of data, privacy versus transparency, reduced psychological safety versus enhanced psychological safety, learning versus evaluation, and trust in AI versus trust in people. More broadly, these tensions reflect two dimensions to inform organizational policymaking and guidelines: safety versus risk and employee control versus management control. Based on a quadrant configuration of these dimensions, we propose the following approaches to managing algorithmic applications to recording meeting data: the surveillance, benevolent control, meritocratic, and social contract approaches. We suggest the social contract approach facilitates the most robust dialog about the application of algorithmic tools to recorded meeting data, potentially leading to higher employee control and sense of safety. Y1 - 2021 U6 - https://doi.org/10.1177/23294884211037009 ER - TY - CHAP A1 - Cardon, Peter A1 - Ma, Haibing A1 - Fleischmann, Carolin A1 - Aritz, Jolanta T1 - Recorded Work Meetings and Algorithmic Tools: Anticipated Boundary Turbulence T2 - Proceedings of the 54th Hawaii International Conference on System Sciences N2 - Meeting recordings and algorithmic tools that process and evaluate recorded meeting data may provide many new opportunities for employees, teams, and organizations. Yet, the use of this data raises important consent, data use, and privacy issues. The purpose of this research is to identify key tensions that should be addressed in organizational policymaking about data use from recorded work meetings. Based on interviews with 50 professionals in the United States, China, and Germany, we identify the following five key tensions (anticipated boundary turbulence) that should be addressed in a social contract approach to organizational policymaking for data use of recorded work meetings: disruption versus help in relationships, privacy versus transparency, employee control versus management control, learning versus evaluation, and trust in AI versus trust in people. Y1 - 2021 UR - http://hdl.handle.net/10125/70633 SP - 196 ER - TY - CHAP A1 - Fleischmann, Carolin A1 - Cardon, Peter A1 - Aritz, Jolanta T1 - Acceptance of Speech-to-Text Technology: Exploring Language Proficiency and Psychological Safety in Global Virtual Teams T2 - Proceedings of the 54th Hawaii International Conference on System Sciences N2 - Natural Language Processing, such as speech-to-text technology, is increasingly implemented in collaboration software that is used by global virtual teams (GVT). GVT collaboration has become ubiquitous and has additionally accelerated during the COVID-19 pandemic. The main issues of global virtual teams are technology difficulties, language and time zone differences, and lower levels of psychological safety. Advances in collaboration technology aim at improving collaboration for GVT. But we know little about the acceptance of these technologies. Therefore, the objective of this study is to explore how Millennial and Gen Z members of GVT accept speech-to-text technology; namely, automated captions in virtual conferences and automated meetings transcripts. Particularly, we are comparing antecedents of acceptance across levels of language proficiency and psychological safety. We surveyed 530 users of speech-to-text technology in GVT both before and after they used the technology. The pre-survey was administered before the COVID-19 pandemic hit; when participants completed the post-survey all were under some degree of lockdown. Results suggest that use of the technology reduces anxiety and effort, but decreases performance expectation and hedonic motivation. Non-native speakers rate the technology more positively. The impact of psychological safety is limited to self-efficacy and anxiety. Y1 - 2021 UR - http://hdl.handle.net/10125/70660 SP - 411 ER - TY - CHAP A1 - Fleischmann, Carolin ED - Einwiller, Sabine ED - Sackmann, Sonja ED - Zerfaß, Ansgar T1 - Internationale und interkulturelle Mitarbeiterkommunikation T2 - Handbuch Mitarbeiterkommunikation: Interne Kommunikation in Unternehmen N2 - Internationale Mitarbeiterkommunikation bezieht sich auf die interne Kommunikation mit Mitarbeitenden verschiedener nationaler Hintergründe. Interkulturelle Mitarbeiterkommunikation erweitert das Thema um multiple kulturelle Gruppierungen. Ziel interkultureller Kommunikationsstrategie ist es, Differenzen zu überbrücken und von Vielfalt zu profitieren. Dafür wählen Unternehmen ein grundsätzliches Paradigma: kulturangepasst, generalisierend oder interaktional. Dieses Paradigma wird dann auf die Ebenen der Kommunikation – verbal, non-verbal, para-verbal und extra-verbal – angewandt. Der Beitrag schließt mit einer Diskussion interkultureller Kommunikationskompetenz. Y1 - 2021 U6 - https://doi.org/10.1007/978-3-658-23152-1_15 SP - 277 EP - 292 PB - Springer Gabler CY - Wiesbaden ER -