Yapay zeka çağında baskı altındaki mesleki otorite: İK profesyonelleri üzerine nitel bir çalışma

Öz

Yapay zeka (YZ), insan kaynakları yönetimi (İKY) süreçlerine giderek daha fazla entegre edilmektedir. Mevcut araştırmalar ağırlıklı olarak YZ’nin benimsenme süreçlerine, verimlilik üzerindeki etkilerine ve ortaya çıkardığı etik sorunlara odaklanmaktadır. Ancak İK profesyonellerinin YZ’yi mesleki otorite, takdir yetkisi ve sorumlulukları bağlamında nasıl yorumladıkları sınırlı ölçüde incelenmiştir. Bu çalışma, İK profesyonellerinin YZ entegrasyonunu nasıl anlamlandırdıklarını ve YZ’nin kendi mesleki alanları içindeki meşru rolünü nasıl tanımladıklarını incelemeyi amaçlamaktadır. Araştırmanın verileri, farklı sektörlerde çalışan 19 İK profesyoneliyle gerçekleştirilen yarı yapılandırılmış görüşmeler yoluyla toplanmış ve nitel veri analizi kapsamında refleksif tematik analiz yöntemi kullanılarak analiz edilmiştir. Bu çalışmada elde edilen bulgular, Abbott’un (1988) mesleki yargı alanı yaklaşımı ve Paradoks Teorisi (Smith ve Lewis, 2011) çerçevesinde yorumlanmaktadır. Refleksif tematik analiz sonucunda, birbiriyle ilişkili üç ana tema ortaya çıkmıştır: görevlerin standartlaştırılması ile insan yargısı, algoritmik nesnellik ile algoritmik opaklık ve mesleki güçlenme ile mesleki konum kaybı. İK profesyonellerinin YZ’yi daha çok yapılandırılmış, tekrar eden ve veri temelli görevlerde desteklediği; buna karşılık bağlamsal değerlendirme, ilişkisel duyarlılık ve duygusal karmaşıklık içeren kararlarda insan otoritesini koruduğu bulunmuştur. YZ’nin nesnellik ve verimlilik ile ilişkilendirildiği, ancak bu algılanan faydaların şeffaflık, veri yönetişimi, bağlamsal duyarlılık ve mesleki kontrolün aşınmasına ilişkin kaygılarla birlikte değerlendirildiği görülmüştür. YZ’nin hem stratejik rol dönüşümü için bir fırsat hem de rol sürekliliği ve mesleki sınırlar açısından bir belirsizlik kaynağı olarak yorumlandığı tespit edilmiştir. Bu çalışma, YZ entegrasyonunu mesleki otoritenin yeniden tanımlanmasıyla ilişkili katmanlı bir süreç olarak kavramsallaştırarak önemli bir katkı sunmakta ve teknolojik değişimin mesleki otorite ve sorumluluk alanlarını nasıl yeniden şekillendirdiğini ortaya koymaktadır.

Anahtar Kelimeler

• yapay zeka
• insan kaynakları yönetimi
• ik çalışanları
• mesleki yetki
• nitel analiz

Professional authority under pressure in the age of AI: A qualitative study of HR professionals

Öz

Artificial intelligence (AI) is increasingly integrated into human resource management (HRM) processes. Existing research has primarily focused on adoption processes, efficiency outcomes, and emerging ethical concerns. However, limited attention has been paid to how HR professionals interpret AI in relation to their professional authority, discretion, and responsibilities. This study aims to examine how HR professionals make sense of AI integration and how they define its legitimate role within their professional domain. Empirical data were collected through semi-structured interviews with 19 HR professionals working across different sectors and analyzed using reflexive thematic analysis within a qualitative research design. The findings are interpreted through Abbott’s (1988) professional jurisdiction framework and Paradox Theory (Smith & Lewis, 2011). The results reveal three interrelated themes: task standardization versus human judgment, algorithmic objectivity versus algorithmic opacity, and professional enhancement versus professional displacement. It was found that HR professionals tend to support AI in structured, repetitive, and data-driven tasks, while preserving human authority in context-sensitive, relational, and emotionally complex decisions. Although AI is associated with objectivity and efficiency, these perceived benefits are accompanied by concerns regarding transparency, data governance, contextual sensitivity, and the erosion of professional control. AI is interpreted both as an opportunity for strategic role transformation and as a source of uncertainty regarding role continuity and professional boundaries. This study makes an important contribution by conceptualizing AI integration as a layered process linked to the redefinition of professional authority and demonstrates how technological change reshapes professional authority and responsibility.

Anahtar Kelimeler

• Artificial intelligence
• human resources management
• HR professionals
• professional jurisdiction
• qualitative method

Kaynakça

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