Abstract

Organizations that successfully adopted artificial intelligence (AI) generated higher revenue and market share than expected, since it enhances learning capabilities and improves data analytics. Surprisingly, even though AI has significant value for organizations, organizations are continually failing to integrate AI at an alarming rate (Fountaine et al., 2019). Due to these continual failures, even though there is a surge of scholarly investigation to identify what makes AI adoption easier, it is crucial to identify what enhances perceived ease of use (PEOU) and perceived usefulness (PU) of AI, the determinants of AI adoption. Existing literature still lacks how organizational factors, such as perceived supervisor support, may contribute to PEOU and PU of AI through collaborative culture. This study investigates how perceived supervisor support may contribute to AI adoption through a collaborative culture, which in turn enhances perceived ease of use and perceived usefulness. Collaborative culture implies that everyone in the organization shares information, expertise, and resources to achieve organizational goals (Kumar et al., 2021). Perceived supervisor support contributes to a collaborative culture because supportive supervisors provide care and well-being of employees and value their contributions. Moreover, collaborative culture increases perceived ease of use and perceived usefulness, as it facilitates the sharing of information, expertise, and resources with others. Moreover, this study investigates how positive affect moderates the relationship between perceived supervisor support and collaborative culture. Guided by the Social Exchange Theory (SET) (Blau, 1964), which implies that humans are social beings and weigh costs and benefits in relationships, we argue that perceived supervisor support contributes to PEOU and PU through collaborative culture because, through support, employees perceive AI as a supportive tool rather than a disruptive force. Furthermore, guided by Affective Events Theory (AET) (Weiss & Cropanzano, 1996), we argue that when employees’ positive affect strengthens the relationship between perceived supervisor support and collaborative culture, because positive affect motivates employees to perceive supervisor support as a goal reinforcement. We will test our hypothesis using a survey from Prolific.

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