Scoping Ethical AI in Working Life: Lessons for the Nordic Model
DOI:
https://doi.org/10.18291/njwls.161642Keywords:
Organization & ManagementAbstract
The Nordic working life is characterized by high union density, flat organizations, and trust. In this context, ethical artificial intelligence (AI) implementation requires dialogue and collective decision-making between employers and employees. This scoping review displays argumentations in scientific literature about AI implementation in working life through five ethical frameworks: utilitarianism, rights-based justice, distributive justice, ethics of care, and virtue ethics. Results show that rights-based ethics and ethics of care are the most prominent framings, while utilitarian and distributive justice arguments rather support tensions between efficiency and fairness. This displays how AI’s promise of efficiency exists in tension with fundamental working life values such as transparency, fairness, and collective wellbeing. As the Nordic model is under pressure, in parallel with the structural shifts that follow AI implementation, this study highlights how ethical leadership will be more important to ensure that AI implementation strengthens the collective values that have historically distinguished Nordic working life.
Author Biographies
Christoffer Larsson, Mälardalen University
Doctoral Student. Email: christoffer.larsson@mdu.se
Anna Launberg, Mälardalen University
Senior lecturer
Eva Lindell, Mälardalen University
Associate professor
References
Alacovska, A., & Bissonnette, J. (2019). Careful work: an ethics of care approach to contingent labour in the creative industries. Journal of Business Ethics, 169, 135–151 (2021). https://doi.org/10.1007/s10551-019-04316-3
Arksey, H., & O'Malley, L. (2005). Scoping studies: towards a methodological framework. International Journal of Social Research Methodology, 8(1), 19-32.
Asante, K., Sarpong, D., & Boakye, D. (2024). On the consequences of AI bias: when moral values supersede algorithm bias. Journal of Managerial Psychology, 40 (5): 493–516. https://doi.org/10.1108/JMP-05-2024-0379
Ashok, M., Madan, R., Joha, A., & Sivarajah, U. (2022). Ethical framework for artificial intelligence and digital technologies. International Journal of Information Management, 62, 102433. https://doi.org/10.1016/j.ijinfomgt.2021.102433
Bankins, S., Formosa, P., Griep, Y., et al. (2022). AI decision making with dignity? Contrasting workers’ justice perceptions of human and AI decision making in a human resource management context. Information Systems Frontiers, 24, 857–875. https://doi.org/10.1007/s10796-021-10223-8
Bartosiak, M. L., & Modliński, A. (2022). Fired by an algorithm? Exploration of conformism with biased intelligent decision support systems in the context of workplace discipline. Career Development International, 27(6/7), 601–615. https://doi.org/10.1108/CDI-06-2022-0170
Bauman, Z. (1993). Postmodern ethics. Cambridge: Blackwell.
Bentham, J. (1789). The principles of morals and legislation. Oxford: Oxford Univ. Press.
Berlin, I. (1990). Four essays on liberty. Oxford: Oxford University Press. (Original work published 1969)
Cai, F., Zhang, J., & Zhang, L. (2024). The impact of artificial intelligence replacing humans in making human resource management decisions on fairness: a case of resume screening. Sustainability, 16(9), 3840. https://doi.org/10.3390/su16093840
Cheng, M. M., & Hackett, R. D. (2021). A critical review of algorithms in HRM: definition, theory, and practice. Human Resource Management Review, 31(1), Article 100698. https://doi.org/10.1016/j.hrmr.2019.100698
Corneliussen, H. G., Seddighi, G., Iqbal, A., & Andersen, R. (2024). Artificial intelligence in the public sector in Norway. In: Akerkar, R. (ed.). AI, data, and digitalization. SAIDD 2023. Communications in Computer and Information Science, vol 1810. Springer, Cham. https://doi.org/10.1007/978-3-031-53770-7_11
Cranefield, J., Winikoff, M., Chiu, Y. T., Li, Y., Doyle, C., & Richter, A. (2023). Partnering with AI: the case of digital productivity assistants. Journal of the Royal Society of New Zealand, 53(1), 95–118. https://doi.org/10.1080/03036758.2022.2114507
da Motta Veiga, S., Figueroa-Armijos, M., & Clark, B. (2023). Seeming ethical makes you attractive: Unraveling how ethical perceptions of AI in hiring impacts organizational innovativeness and attractiveness. Journal of Business Ethics, 186, 1–18. https://doi.org/10.1007/s10551-023-05380-6
de Obesso Arias, M. d. l. M., Pérez Rivero, C. A., & Carrero Márquez, O. (2023). Artificial intelligence to manage workplace bullying. Journal of Business Research, 160. [Advance online publication]. https://ideas.repec.org/a/eee/jbrese/v160y2023ics0148296323001716.html
Dølvik, J. E. (2022). Strengthening the Nordic working life model–a precondition for successful transition to the future of work. In Background paper for Nordic Labour Minister meeting (Vol. 22).
Dølvik, J. E., & Steen, J. R. (2018). The Nordic future of work: drivers, institutions, and politics. Nordic Council of Ministers.
Feldkamp, T., Langer, M., Wies, L., & König, C. (2024). Justice, trust, and moral judgements when personnel selection is supported by algorithms. European Journal of Work and Organisational Psychology, 33, 130–145. https://doi.org/10.1080/1359432X.2023.2169140
Greenwood, M. (2013). Ethical analyses of HRM: a review and research agenda. Journal of Business Ethics, 114(2), 355–366. https://doi.org/10.1007/s10551-012-1341-1
Gustavsen, B. (2011). The Nordic model of work organization. Journal of the Knowledge Economy, 2, 463–480.
Hagendorff, T. (2020). The ethics of AI ethics: an evaluation of guidelines. Minds and Machines, 30(1), 99–120.
Heriet, J. (2012). Three Norwegian varieties of a Nordic model - a historical perspective on working life relations. Nordic Journal of Working Life Studies, 2(4), 45–66.
Hobbes, T. (1996). Leviathan (R. Tuck, Ed.). Cambridge: Cambridge University Press. (Original work published 1651).
Ilsøe, A., Larsen, T. P., Mathieu, C., & Rolandsson, B. (2024). Negotiating about algorithms: social partner responses to AI in Denmark and Sweden. ILR Review, 77(5), 856–868. https://doi.org/10.1177/00197939241278956f
Kant, I. (1997). Groundwork of the metaphysics of morals (M. Gregor, Ed. & Trans.). Cambridge: Cambridge University Press. (Original work published 1785).
Kasivo, A., & Skorstad, E. J. (2012). In search of the Nordic working life model; introduction to the thematic issue. Old site of Nordic Journal of Working Life Studies, 2(4), 1–19.
Kjellberg, A. (2021). The shifting role of unions in the social dialogue. European Journal of Workplace Innovation, 6(1–2), 220–244. https://portal.research.lu.se/sv/publications/the- shifting-role-of-unions-in-the-social-dialogue.
Kjellberg, A. (2022). Kollektivavtal: så ser de vita fläckarna ut. [collective agreements: these are the white spots] Medlingsinstitutet. https://www.mi.se/nyheter/2022/kollektivavtal-sa-ser-de-vita-flackarna-ut/
Kjellberg, A. (2023). The Nordic Model of Industrial Relations: comparing Denmark, Finland, Norway and Sweden. New Trends and Challenges in Nordic Industrial Relations, Cologne, North Rhine-Westphalia, Germany.
Kjellberg, A., & Nergaard, K. (2022). Union density in Norway and Sweden: stability versus decline. Nordic Journal of Working Life Studies, 12(58), 51–72.
Koivunen, A., Ojala, J., & Holmén, J. (Eds.). (2021). The Nordic Economic, Social and Political Model: Challenges in the 21st Century (1st ed.). Routledge. https://doi.org/10.4324/9780429026690
Köchling, A., Wehner, M., & Ruhle, S. (2024). This (AI)n’t fair? Employee reactions to artificial intelligence (AI) in career development systems. Review of Managerial Science, 19, 1195–1228. https://doi.org/10.1007/s11846-024-00789-3
Lauritsen, H., Hestbjerg, D., Pinborg, L., & Pisinger, C. (2025). A policy analysis of the Danish national AI strategy: ethical and governance implications for AI ecosystems. International Journal of Artificial Intelligence, 12(1), 24–36.
MacIntyre, A. (1981). After virtue. Notre Dame, IN: University of Notre Dame Press.
Malik, A., Budhwar, P., & Ali Kazmi, B. (2023). Artificial intelligence (AI)-assisted HRM: towards an extended strategic framework. Human Resource Management Review, 33(1), 100940. https://doi.org/10.1016/j.hrmr.2022.100940
Malik, N., Tripathi, S. N., Kar, A. K., & Gupta, S. (2021). Impact of artificial intelligence on employees working in industry 4.0 led organizations. International Journal of Manpower, 43(2), 334–354. https://doi.org/10.1108/IJM-03-2021-0173
Mill, J. S. (1957). Utilitarianism. Indianapolis: Bobbs-Merrill.
Nielsen, P., Nielsen, R. N., Bamberger, S. G., Stamhus, J., Fonager, K., Larsen, A., ... & Omland, Ø. (2012). Capabilities for innovation: the Nordic model and employee participation. Nordic Journal of Working Life Studies, 2(4), 85–115.
Olesen, V., Droes, N., Hatton, D., Chico, N., & Schatzman, L. (2002). Analyzing together: Recollections of a team approach. In Analyzing qualitative data (pp. 111–128). Routledge.
Paramita, D., Okwir, S., & Nuur, C. (2024). Artificial intelligence in talent acquisition: exploring organisational and operational dimensions. International Journal of Organizational Analysis, 32, 108–131. https://doi.org/10.1108/IJOA-09-2023-3992
Rawls, J. (1971). A theory of justice. Cambridge, MA: Harvard Univ. Press.
Robinson, S. C. (2020). Trust, transparency, and openness: how inclusion of cultural values shapes Nordic national public policy strategies for artificial intelligence (AI). Technology in Society, 63, 101421.
Rosenthal-von der Pütten, A. M., & Sach, A. (2024). Michael is better than Mehmet: exploring the perils of algorithmic biases and selective adherence to advice from automated decision support systems in hiring. Frontiers in Psychology, 15. https://doi.org/10.3389/fpsyg.2024.1416504
Schumann, P. L. (2001). A moral principles framework for human resource management ethics. Human Resource Management Review, 11(1–2), 93–111. https://doi.org/10.1016/S1053-4822(00)00042-5
Singh, A., & Pandey, J. (2024). Artificial intelligence adoption in extended HR ecosystems: enablers and barriers. An abductive case research. Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.1339782
Smith, P. B., Andersen, J. A., Ekelund, B., Graversen, G., & Ropo, A. (2003). In search of Nordic management styles. Scandinavian Journal of Management, 19(4), 491–507.
Tengblad, S., & Nord, D. (2024) Betyder AI Alls Inte? Om digitalisering inom HR i Sverige utifrån Cranet-data. [Does AI mean Not at all? On digitalization in Sweden based on the Cranet-data] Centrum för Global HRM. Göteborgs Universitet.
Tricco, A. C., Lillie, E., Zarin, W., O'Brien, K. K., Colquhoun, H., Levac, D., ... & Straus, S. E. (2018). PRISMA extension for scoping reviews (PRISMA-ScR): checklist and explanation. Annals of Internal Medicine, 169(7), 467–473.
Torp, S., & Reiersen, J. (2020). Globalization, work, and health: a Nordic perspective. International Journal of Environmental Research and Public Health, 17(20), 7661.
Velasquez, M. G. (1996). Why ethics matters. Business Ethics Quarterly, 6, 201–222.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2020 Author and Journal
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
The Copyright Holder of this Journal is the authors and the Journal. Normally the journal use the CC-BY NC-ND 4.0 licence.
Exceptions to the license terms may be granted
If you want to use content in the Journal in another way then described by this license, you must contact the licensor and ask for permission. Contact Annica Asp at annica.asp@kau.se. Exceptions are always given for specific purposes and specific content only.
Sherpa/Romeo
The Journal is listed as a blue journal in Sherpa/Romeo, meaning that the author can archive post-print ((ie final draft post-refereeing) and author can archive publisher's version/PDF.
Copyright of others
Authors are responsible for obtaining permission from copyright holders for reproducing any illustrations, tables, figures or lengthy quotations previously published elsewhere.
Archives policy
All published material is archived at the Danish Royal Library in conformity with the Danish rules of legal deposit.
Plagiarism screening
We do not screen articles for plagiarism. It is the responsibility of the authors to make sure they do not plagiate.
