Guerra Guerra, Paulina

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The Double Side of IA: How Automated Decision Making Challenges Confidence and Increases Anxiety
(Springer Nature Switzerland, 2026)
Guerra Guerra, Paulina
;
Herrera-Enríquez, Giovanni
Artificial intelligence has begun to permeate managerial decision-making, yet many organizations remain hesitant to rely on algorithms when choices carry significant consequences. To clarify the roots of this hesitation, we conducted a systematic review of 37 peer-reviewed studies published between 1970 and 2024, following the PRISMA-2020 protocol. The evidence was organized into seven interrelated themes spanning technical design, organizational structures, ethical safeguards, and the psychological climate in which managers operate. Results reveal that adoption is driven less by raw performance claims than by the degree of trust managers place in AI tools. That trust rests on three pillars: transparent and reliable system behavior, a clear perception of usefulness and ease of use, and explicit protections against bias. When any pillar is weak, anxiety about ceding control grows, dampening adoption intentions. Drawing these strands together, we propose an integrative framework that pairs cost-efficient, explainable architectures with user-centered training and governance mechanisms. The framework not only lowers technical barriers but also addresses the human and ethical concerns that most often stall implementation. By illuminating how technological, organizational, and psychological factors interact, the study offers a pragmatic roadmap for managers seeking to harness AI while safeguarding stakeholder confidence. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2026.
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Diagnosis of User Experience (UX) and Accessibility in Traditional Recruitment Tools: Foundations for the Future Implementation of Gamified Processes
(2025)
Caicedo, Andrés
;
Guerra Guerra, Paulina
Traditional personnel selection processes, based on printed tests and face-to-face interviews, present increasing challenges in terms of user experience (UX), usability, and accessibility. Elements such as candidate satisfaction, the learning curve required to understand and complete the processes, and the levels of frustration detected negatively impact fairness and effectiveness in skills assessment. This analysis represents the initial phase of a broader research project, whose ultimate goal is to develop gamified solutions grounded in a user-centered approach. In this initial stage, a qualitative study was conducted through in-depth interviews with six human resources specialists from different organizations, with the aim of identifying the limitations of conventional procedures and examining the perception of gamification as an improvement strategy. The findings indicate that conventional procedures result in a fragmented and unsatisfactory experience, imposing a high cognitive and emotional load on candidates. The specialists highlight persistent obstacles regarding clarity of instructions, limited feedback, unequal accessibility, and the lack of adaptability to diverse profiles. Likewise, they acknowledge the potential of game-based platforms to enhance motivation, reduce frustration, and provide more inclusive experiences. These findings underpin the design of a future quasi-experimental phase that will evaluate, using metrics such as the System Usability Scale (SUS), the comparative effectiveness of traditional versus gamified tools in selection processes. © 2025 IEEE.
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Validation of a Scale of Labor Skills in Crisis Situations
(2023)
Guerra Guerra, Paulina
All organizations can have a crisis time, in recent years, some factors such as the pandemic, political and economic problems have shown that workers need to develop skills to manage new dynamics and create employment strategies. "The organization must have a good performance that is oriented towards the vision, mission, goals and objectives of the organization. For this we need qualified human resources, because good training and other supportive social spaces are needed to improve the quality of human resources"[1]. One of the key challenges for government organizations today is to deliver performance effectively and efficiently. Therefore, the purpose of this study is to validate the work skills scale in times of crisis, which can be used to find out the knowledge, skills, abilities and attitudes of employees to manage staff training in the future. Currently, only a few instruments allow measuring work skills during a crisis, this instrument measures orientation to results in different situations, building relationships, vision and foresight, decision-making, creativity, resilience, emotional intelligence, social networks in each question. This study validates the Competencies for Working in Crisis as a new psychometric tool. The scale was validated after collecting data from 401 SME (small and medium-sized enterprises) employees from different provinces in the Ecuador. It is a descriptive study, non-experimental and longitudinal. Factor structure, reliability and validity measures were also examined using SPSS-21 statistical procedure. Finally, for the analysis of internal consistency, Cronbach's Alpha coefficients were calculated with values (.78), which is considered acceptable [2]. © 2023 IEEE.
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Guerra Guerra, Paulina

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