Elizabeth Solberg is an Adjunct Associate Professor in the Department of Leadership and Organizational Behaviour at BI Norwegian Business School. She is also a full-time Associate Professor at Østfold University College (Halden). She received her Ph.D. from BI in 2017.
AI-enabled systems have significant societal benefits, but only if they are developed, deployed, and used responsibly. We systematically review 45 empirical studies in real-world settings to identify suggested Responsible AI (RAI) practices to ensure that AI-enabled systems uphold stakeholders' legitimate interests and fundamental rights. Our findings highlight eleven areas of suggested RAI practices: harm prevention, accountability, fairness and equity, explainability, AI literacy, privacy and security, human-AI calibration, interdisciplinary stakeholder involvement, value creation, RAI governance, and AI deployment effects. Our findings also show that there are more discussions about how RAI is supposed to be practiced than existing RAI practices. Ad hoc implementation of RAI practices in real-world settings is concerning because almost 80% of the AI-enabled systems reported in the 45 included articles are applied in use cases that can be categorised as high-risk settings, and over half are reported in the deployment phase. Our findings also highlight the crucial role of stakeholders in ensuring RAI. Identifying stakeholders into user, non-user, and primary stakeholders can thus help understand the dynamics of the settings where AI-enabled systems are (to be) deployed and guide the implementation of RAI practices. In conclusion, although there is a consensus that RAI practices are a necessity, their implementation in realworld is still in its early day. The involvement of all relevant stakeholders is irreplaceable in driving and shaping RAI practices. There is a need for more comprehensive and inclusive RAI research to advance RAI practices in real-world settings.
Solberg, Elizabeth Anne; Kwei-Narh, Prosper A. & Bisio, Rossella (2024)
Including Successful Performance In An Event's Causal Analysis: Test of Instructional Intervention
, s. 235- 244.
Solberg, Elizabeth & Kwei-Narh, Prosper Ameh (2023)
Human performance improvement tools and situation awareness in nuclear power plant outage work
Several human performance improvement tools (HPIs) are available to support the safe execution of work in
scheduled maintenance outages in nuclear power plants (NPPs). Many can be conceived as “situation awareness
tools” as they are intended to help outage workers form an accurate understanding of their task and surroundings
and be sensitive to the presence of hazards and performance risks. Yet only a small selection of HPI tools have been
explicitly linked to situation awareness. Furthermore, how these HPI tools improve situation awareness and, in turn,
the safe execution of outage work, has not been thoroughly elaborated. In the present paper we address these
limitations by conceptualizing how a broader range of HPI tools used in outages could prevent “situation awareness
errors” in perceiving, comprehending, and projecting how a situation could develop. In doing so, we generate
knowledge that can help NPP outage organizations and workers to make better decisions about the selection and use
of HPI tools and direct future research on HPI tool usage and effectiveness.
Park, Jinkyun & Solberg, Elizabeth (2023)
Development of detailed questions for investigating the status of human and organizational factor (HOF) issue identifications from event investigation processes
Purpose
The present study investigates whether individuals having a fixed digital mindset (comprises fundamental beliefs about technological ability and organizational resources as work becomes more digitalized) experience greater helplessness working in virtual teamwork environments. The authors examine how perceived internal human resource management (HRM) alignment moderates the positive relationship expected between individuals' fixed digital mindset and feelings of helplessness. Together, the paper aims to contribute to a greater understanding of the personal and contextual factors that influence an individual's experience of helplessness in virtual team settings.
Design/methodology/approach
The authors test the hypotheses using time-lagged survey data collected from 153 information technology (IT) engineers working in virtual teams in Europe.
Findings
The authors find that individuals with higher levels of fixed digital mindset experience greater helplessness in virtual teamwork environments than individuals with lower levels. Furthermore, the authors find that having higher-fixed beliefs about organizational resources is positively related to helplessness when individuals perceive that the broader HRM system is misaligned with the virtual teamwork environment.
Research limitations/implications
The data were obtained from IT engineers in Europe, which is potentially limiting the generalizability of the authors' findings to other work contexts and cultures.
Practical implications
The authors' study helps leaders in virtual teamwork environments to better understand and manage the personal and contextual factors that could affect individuals' well-being and effective functioning in such settings.
Originality/value
The authors' research contributes to the scant literature investigating the personal characteristics important in virtual teamwork environments and the contextual factors important for aligning virtual teamwork designs with the organizational system. The authors extend this research by looking at personal and contextual factors together in a single model.
Solberg, Elizabeth & Bisio, Rossella (2022)
Improving Learning by Adding the Perspective of Success to Event Investigations
Drawing from mindset theory, we predict that managers' fixed mindset about technological ability (FM-TA) will negatively influence the developmental support they provide to their employees and, in turn, their employees' engagement in digitalisation initiatives. Further, we predict that managers' FM-TA will have a disproportionate negative influence on female employees for whom negative stereotypes about technological ability exist. We test our hypotheses with two-wave field study data collected from 88 managers and 185 employees working in a Nordic banking institution. We find that managers' FM-TA relates negatively to their employees' experienced developmental support, and, in turn, their employees' efforts to approach new technology. Furthermore, our findings indicate that this negative, indirect relationship is more pronounced for female employees (estimate = −0.116, standard error [SE] = 0.052, p = 0.026) than male employees (estimate = −0.048, SE = 0.027, p = 0.071), although the interaction term (managers' FM-TA × employee gender) was not significant at the 95 percent confidence level (estimate = −0.266, SE = 0.0141, p = 0.058). Our study provides greater insight into the human resource management issues managers might have fostering employee engagement and inclusion in the digitalised workplace.
Solberg, Elizabeth; Kaarstad, Magnhild, Eitrheim, Maren Helene Rø, Bisio, Rossella, Reegård, Kine & Bloch, Marten (2022)
A Conceptual Model of Trust, Perceived Risk, and Reliance on AI Decision Aids
Solberg, Elizabeth; Sverdrup, Therese E., Sandvik, Alexander Madsen & Schei, Vidar (2021)
Encouraging or expecting flexibility? How small business leaders’ mastery goal orientation influences employee flexibility through different work climate perceptions
The employee flexibility desired in changing and uncertain business environments is amplified in small business settings. How can small business leaders facilitate the employee flexibility needed in this context? In the present study, we proposed that mastery goal-oriented leaders who are concerned with learning and competence development would create a work climate that promoted employee flexibility in their firms. We tested our hypotheses with multi-wave, multi-level data collected from leaders and employees in 141 small accounting firms in Norway. Findings revealed that leaders’ mastery goal orientation (MGO) was positively related to employee flexibility through a work climate that encouraged learning and development (a mastery climate). Yet, we also found that leaders’ MGO was negatively related to employee flexibility through a work climate that emphasized the expectations to be adaptive and flexible (an adaptability climate). Taken together, our study suggests that leaders’ mastery goal orientation may fuel employee flexibility when encouraging flexible-related behavior yet backfire when they signal that the same behavior is expected.
Solberg, Elizabeth; Lai, Linda & Dysvik, Anders (2021)
When Midway Won’t Do: The Curvilinear Relationship Between Intrinsic Motivation and Willingness to be Flexible
Intrinsic motivation is held as critical for employees’ willingness to be flexible (WTBF). Yet empirical research suggests that employees who find work intrinsically satisfying could resist work changes. In this study, we predict that the relationship between intrinsic motivation and employees’ WTBF will become more positive as intrinsic motivation advances beyond moderate levels. We also examine the role developmental supervisor support plays in generating the critical threshold of intrinsic motivation needed for it to be positively related with WTBF. Our study provides insight into how and when intrinsic motivation increases employees’ WTBF and into the degree of developmental support needed to facilitate a positive relationship between these variables.
Solberg, Elizabeth; Lapointe, Émilie & Dysvik, Anders (2020)
You care about me, but can I count on you? Applying a psychological contract perspective to investigate what makes employees willing to be internally employable
For this study, we adopted a psychological contract-based perspective to investigate whether the fulfillment of perceived developmental promises made to employees is positively related to their willingness to accept internal job-related changes when needed by the organization, a construct we refer to as the willingness to be internally employable. We also examined the role played by line managers in facilitating employees’ willingness to be internally employable by fulfilling perceived developmental promises. We tested our conceptual model with data collected from ninety-eight recently hired employees in a Norwegian organization under an initiative emphasizing employee development. We found that developmental promise fulfillment is more important for employees’ willingness to be internally employable in this context than any perceived provision of developmental inducements in isolation. Further, we found that employee perceptions of the developmental support provided by their line manager related positively to their willingness to be internally employable by way of developmental promise fulfillment; however, this was not the case with perceived developmental inducements. Our findings support the importance of developmental promise fulfillment in fostering employee willingness to be internally employable and the critical role played by line managers in fulfilling developmental promises that employees believe have been made by their organization.
Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2020)
Digital Mindsets: Recognizing and Leveraging Individual Beliefs for Digital Transformation
Employees’ beliefs about technological change, their “digital mindsets,” are likely to influence their engagement in, or withdrawal from, their company’s digital transformation initiatives. Employees’ beliefs regarding the malleability of personal ability (fixed/growth mindset) and their beliefs about the availability of situational resources (zero-sum/expandable-sum mindset) influence the extent to which they see new technologies as providing opportunities for professional growth or as encroaching on their ability to display competency. This article examines the implications for managing digital transformation.
Wong, Sut I; Solberg, Elizabeth, Junni, Paulina & Giessner, Steffen Robert (2017)
The role of human resource management practices in mergers & acquisitions
, s. 138- 161.
Solberg, Elizabeth & Wong, Sut I (2016)
Crafting one's job to take charge of role overload: When proactivity requires adaptivity across levels
The present study investigates employees' job crafting behavior in the context of perceived role overload, and identifies employees' perceived ability to deal with work change (i.e., “perceived adaptivity”) and leaders' need for structure as moderators positively influencing this relationship. A two-wave panel field study of 47 leaders and 143 employees in a Norwegian manufacturing firm found that perceived role overload related negatively to employees' job crafting, as hypothesized. Employees' perceived adaptivity alone did not increase job crafting in role overload situations, as predicted. Rather, the relationship between perceived role overload and job crafting was only positive when employees' perceived adaptivity was high and their leaders' need for structure was low. Thus, employees' job crafting in role overload situations depends on the interactive fit between employees' and leaders' adaptive capabilities. Implications for the socially embedded theory of job crafting and leadership practice are discussed.
Solberg, Elizabeth & Dysvik, Anders (2015)
Employees’ Perceptions of HR Investment and Their Efforts to Remain Internally Employable: Testing the Exchange-Based Mechanisms of the ‘New Psychological Contract’
Solberg, Elizabeth Anne; Adamska, Katarzyna, Wong, Sut I & Traavik, Laura E. Mercer (2024)
Managers with a fixed mindset about technological ability help employees less
[Professional Article].
Wong, Sut I; Solberg, Elizabeth & Traavik, Laura E. Mercer (2021)
Employee Mindset, HRM Misalignment, and Helplessness in Virtual Teams
[Conference Lecture]. Event
Traavik, Laura E. Mercer; Solberg, Elizabeth & Wong, Sut I (2020)
Mindset over matter: Moving beyond technology-centric models in the context of digital transformation
[Conference Lecture]. Event
Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2019)
When employees see digital transformation as a threat
[Popular Science Article].
Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2019)
Towards digital change: The importance of mindsets
[Conference Lecture]. Event
Solberg, Elizabeth (2018)
Developing adaptive performers
[Popular Science Article].
Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2018)
Leveraging mindsets for digital change
[Lecture]. Event
Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2018)
Leveraging mindsets for digital change
[Lecture]. Event
Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2018)
Hvordan vi tenker kan avgjøre om vi lykkes
[Popular Science Article].
Solberg, Elizabeth (2017)
Coping with changing job demands: How learning goal orientation and developmental supervisor support enhance adaptive performance
[Conference Lecture]. Event
Solberg, Elizabeth (2017)
Learning to adapt: Examining a developmental process of adaptive performance and for whom it is more relevant
[Conference Lecture]. Event
Solberg, Elizabeth (2017)
Developing Adaptive Performers
[Lecture]. Event
Solberg, Elizabeth & Wong, Sut I (2017)
Dealing with excessive job demands
[Popular Science Article].
Solberg, Elizabeth & Lai, Linda (2016)
When midway won’t do: the consequences of mediocre development support on employee flexibility
[Conference Lecture]. Event
Solberg, Elizabeth & Dysvik, Anders (2015)
Mastery support and employee flexibility: A goal-orientated perspective. Presented in the symposium, “Quality of motivation matters: on the importance of promoting autonomous and mastery oriented motivation in the workplace,” chaired by M. Gagné
[Conference Lecture]. Event
Solberg, Elizabeth & Wong, Sut I (2015)
Crafting one’s job to cope with role overload: when proactivity requires adaptivity across levels. Presented in the symposium, “Proactivity at work: novel perspectives on effectiveness and social context,” chaired by K. Strauss and C. Uri
[Conference Lecture]. Event
Solberg, Elizabeth (2014)
Competency models at work
[Popular Science Article].
Solberg, Elizabeth (2012)
Competency models at work: the value of perceived relevance and fair rewards for employee outcomes
[Conference Lecture]. Event
Academic Degrees
Year
Academic Department
Degree
2017
BI Norwegian Business School
Ph.D Dr. Philos.
2001
University of Arizona
B.S.
Work Experience
Year
Employer
Job Title
2024 - Present
Østfold University College
Associate Professor
2020 - Present
BI Norwegian Business School
Adjunct Associate Professor
2020 - 2024
Institute for Energy Technology (Institutt for Energiteknikk)
