Thesis:

Comparative study of corporate governance principles from the perspective of commercial and financial laws in Iranian banks and international standards (BASEL)

The aim of this study was to investigate the effect of adopting artificial intelligence in human resource management practices on organizational commitment with the mediating role of perceived competence and perceived warmth of employees and the moderating role of servant leadership. This research was fundamental in terms of audience (scientific community), descriptive in terms of objective, and cross-sectional in terms of time. The statistical population of the present study consisted of all managers and vice presidents of companies active in the field of artificial intelligence such as (Part Artificial Intelligence Research Center, Datak Company, Farayand Modar Pishro, Amn Moj, Datamon, etc.). These companies were knowledge-based and used artificial intelligence in their resource management. The number of these managers and assistants was about 138, and from among them, 100 managers and assistants were selected from among the companies that were willing to cooperate, and questionnaires were sent to these managers. A researcher-made/composite questionnaire based on research literature was used to collect data. This questionnaire consisted of six sections and 30 questions: demographic information, acceptance of artificial intelligence in human resource management practices, perceived competence, perceived warmth, organizational commitment, and servant leadership. All items were scored on a five-point Likert scale from strongly disagree to strongly agree. Descriptive statistics (central and dispersion indices, data normality check) and inferential statistics were used to analyze the data. Inferential statistics were used to test the hypotheses. The fitting of the research conceptual model is based on structural equation modeling with the least squares method. The software used for structural equations was SMART PLS software. The results showed that artificial intelligence in human resource management practices has an impact on organizational commitment with the mediating role of perceived competence and perceived warmth of employees and the moderating role of servant leadership. In other words, this hypothesis proposes a multi-stage causal model in which technology (artificial intelligence) is considered as the independent variable, employees' psychological perceptions (competence and warmth) are considered as mediating variables, servant leadership is considered as the moderating variable, and organizational commitment is considered as the final dependent variable.

Keywords: Keywords: Artificial Intelligence, Human Resource Management, Organizational Commitment, Perceived Competence, Perceived Warmth, Servant Leadership