Cognitive Integrity and Responsible AI Use in the Workplace — KICH Opinion Survey

The purpose of the following questionnaire is to explore how respondents perceive the issue of cognitive integrity, responsible AI use, and the protection of uninterrupted substantive work in workplaces. The questionnaire is not a supporting sheet, but a structured opinion survey: in addition to theoretical agreement, it also examines practical concerns, implementation conditions, and the possibilities of pilot applications.

The questions follow the logic of KICH, which treats cognitive integrity as an operational issue and provides a clear framework for where AI can help, where human control is necessary, and which decisions cannot be outsourced.

Scale setting: On a scale of 1 to 5: 1 = I completely disagree / not important at all / not characteristic at all - 5 = I completely agree / very important / fully characteristic

النتائج متاحة فقط للمؤلف

1. What role do you primarily respond in?

2. What size of organization are you thinking about while responding?

3. How present is the use of generative AI tools in your organization?

4. Do you agree that one role of the workplace is to protect independent thinking, attention, and human judgment even in algorithmic environments?

5. Do you agree that cognitive integrity should be treated not as a well-being issue, but as an operational and decision-quality issue?

6. Please describe any additional comments you may have regarding the previous two questions.

7. Do you agree that the organization should document in writing which work processes AI use is recommended, conditionally permitted, or prohibited?

8. Do you find it acceptable for employees in certain roles to create their own written AI use protocol?

9. Do you agree that AI use should be prohibited in certain decisions, such as final hiring decisions, layoff decisions, salary and bonus justification, or substantial strategic decision-making?

10. What is your biggest concern regarding the regulation of AI use in this type of context?

11. How important do you find it to have designated deep-work zones, meeting-free days, or chat-free time slots at the company level?

12. Do you agree that the organization should provide protected time for uninterrupted substantive work?

13. How much of a problem do you currently see continuous interruptions, notification noise, and excessive meeting burden within your own organization?

14. What daily operational change would most improve the quality of substantive work?

15. Do you find it acceptable for the organization to measure the state of focus capacity, critical resource skills, or the conditions for deep work for diagnostic purposes, given that it does not relate to salary, disciplinary action, or stigma?

16. Do you agree that institutions should prepare anonymous, aggregated annual audit reports on the main indicators of cognitive integrity?

17. What is your biggest concern regarding the measurement and audit system?

18. How justified do you find it for the KICH logic to appear in selection, onboarding, performance evaluation, and the process of becoming a leader?

19. Do you agree that leaders should take personal responsibility for the cognitive integrity of their own teams?

20. Do you see a business advantage in measuring cognitive integrity and implementing a deep-work structure?

21. In which HR process would it be most useful to first display this framework?

22. How supportive would you be of starting with a pilot only in volunteer organizations?

23. Do you find it acceptable for the program to require additional resources for training, organizational restructuring, and scheduling adjustments if it promises better decision-making and business outcomes in the long run?

24. Which implementation path do you support more?

25. If you could change one thing in the proposed KICH framework, what would it be?

26. Do you have any other comments or suggestions regarding the protection of cognitive integrity in the workplace?

Thank you for completing the questionnaire. We will process the responses anonymously in aggregate and publish the results in a public summary. By doing so, you have contributed to the development of meaningful societal discourse on the protection of cognitive sovereignty in workplaces.