Abstract
Despite the abundance of studies that investigated artificial intelligence implementation (AII) in HRM as well as the qualitative/exploratory research on the relationship between AI for effective/efficient recruitment and employee turnover, HRM field is in great need for empirical research that examines these direct/indirect relationships. Thus, this research studied conceptually and empirically the relationships between artificial intelligence implementation, e-recruitment effectiveness and efficiency, and employee turnover intention. In addition, it tested the moderating effect of collaborative human-artificial intelligence on the AI implementation‒e-recruitment relationship and the AI implementation‒ employee turnover intention (ETI) relationship. The authors proposed a conceptual model that was tested through conclusive descriptive research and mixed methods. The author started with qualitative focus groups and in-depth interviews, and then quantitative method was employed using 345 questionnaires were filled by HR managers/experts in international companies implementing AI-based HRM practices in Egypt. SmartPLS software was used for data analysis. Results indicated that the implementation of artificial intelligence in e-recruitment demonstrates a significant positive effect. Additionally, AI exhibits a significant positive effect on employees’ turnover intention. Furthermore, Collaborative Human-Artificial Intelligence (CHAI) exhibits significant moderation effects on the relationship between AII and e-recruitment. Finally, CHAI exerts a significant moderation effect on the relationship between AII and ETI.