Abstract

Artificial intelligence (AI) is rapidly reshaping human resource management (HRM) and employee
relations by transforming communication, decision‑making, performance evaluation, and
perceptions of workplace fairness. This systematic literature review, conducted using PRISMA
guidelines, analyses 262 peer‑reviewed articles published between 2000 and 2025. The synthesis
identifies major conceptual developments, methodological patterns, and persistent research gaps
in AI‑enabled employee relations and organisational justice. Four dominant themes emerge:
AI‑driven decision‑making, digital monitoring and surveillance, AI‑mediated communication, and
trust and transparency in justice perceptions. Across these themes, algorithmic fairness,
transparency, trust in technology, perceived control, and digitalised HR practices strongly shape
distributive, procedural, interpersonal, and informational justice. Emotional intelligence and
cross‑cultural sensitivity further moderate how employees interpret fairness and inclusivity in
diverse organisational settings. Drawing on these insights, the study proposes a
PLS‑SEM‑informed conceptual framework to guide future empirical research on the mediating
and moderating mechanisms linking AI‑enabled HR practices to justice outcomes. The review
contributes to HRM theory and practice by offering an integrated framework and ethical
governance agenda to balance technological innovation with trust, equity, and justice in employee
relations.