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Based on theories of media richness and procedural justice, the authors aim to examine the influence of videoconferencing (VC) technology on applicant reactions and interviewer judgments in the employment interview, the most commonly used employee selection device.

MBA students participated in simulated VC and face-to-face (FTF) interviews. Applicant perceptions of procedural justice and interviewer characteristics were collected. Interviewers provided ratings of affect toward the applicant, perceived applicant competence, overall interview performance, as well as an overall hiring recommendation.

Applicants perceived VC interviews as offering less of a chance to perform and as yielding less selection information. They also viewed VC interviews as less job-related than FTF interviews and had significantly less favorable evaluations of their interviewer (on personableness, trustworthiness, competence, and physical appearance) in VC interviews. Finally, applicants in VC interviews received lower ratings of affect (likeability) and lower interview scores, and were less likely to be recommended for the position.

The authors' findings suggest that VC technology can adversely affect both applicant reactions and interviewer judgments. They propose several precautionary steps to help minimize the risks associated with conducting VC interviews.

The authors extend prior research concerning the use of VC interviews by directly assessing applicant perceptions of both procedural justice and of interviewer characteristics associated with the probability that job offers will be accepted. They also add to the literature in showing that VC interviews tend to result in less favorable evaluations of applicants than FTF interviews.

While visual arts, drama, dance and music have been used to enhance literacy learning for many decades in preschool and primary classrooms, engaging with mobile learning can also provide many opportunities for young learners to explore and develop language and literacy. The use of mobile devices is of particular interest as technology has an impact on pedagogy and the mobility of digital devices provides many opportunities for engaged and meaningful literacy learning when teamed with the arts. In this chapter, we define the arts and their relationship with literacy learning before exploring a number of resources and practices for integrating their use in early learning settings.

The emergence of artificial intelligence (AI) which operates through technology and digital workspace has proven to transform organisations in recent times. However, there has been key concern over its efficiency among the workforce on how it may replace human intelligence in the contemporary work environment. This study aims to investigate the drawbacks otherwise known as the dark side of AI and its effect on employee quality of work−life and organisational performance through the lens of employee capacity development in reducing its shortcomings.

This study used a descriptive research design using a cross-sectional survey approach to administer the research instrument to 1,847 customer service officers of banks, customer agents of telecoms, customer care of retail organisations in Nigeria business environment across various units were respondents of this study, however, 862 participants were finally used. A simple random strategy was used to survey the study participants, and existing scales were adopted to form a new research instrument. A partial least square (PLS) based structural equation model (SEM) was adapted to analyse the collected data from the respondents.

The outcome of the study indicated that AI lacks creativity and has a negative impact on both employee quality of work−life and overall organisational performance. The outcome of the study demonstrated the drawbacks and the dark sides of AI as lack of emotional intelligence, lack of in-depth contextual knowledge, over-reliance on data quality and lack of ethical and moral decision analysis are the possible dark side of AI which adversely affect quality of work−life and overall performance of the organisations. The study concluded that it is difficult to replace human intelligence because of AI’s drawbacks and dark side. AI cannot function effectively beyond what is programmed in the system.

This study has offered a novel trajectory against the efficiency and possible benefits of AI that people are familiar with. It has changed the understanding of the researchers, policymakers and organisations that AI cannot replace human intelligence in the workplace without improvement on those established AI dark sides.