earticle

영어

Today, companies are increasingly adopting artificial intelligence (AI) as a key tool to enhance productivity. AI is being applied in diverse areas such as decision- making, problem-solving, data analysis, and operational optimization, leading to fundamental changes in how businesses operate. However, while AI adoption improves technical efficiency, it may also induce psychological anxiety among employees, potentially undermining overall organizational effectiveness. This study explores the mediating process through which AI adoption heightens employee anxiety, subsequently diminishing their work engagement. Drawing on research from organizational behavior and industrial psychology, this article hypothesizes that AI may create psychological pressure by threatening employees’ autonomy, depersonalizing workplace relationships, and generating uncertainty about future roles. These factors can ultimately reduce motivation and emotional investment in work. This paper conducted a survey of 345 employees in China and performed empirical analysis. Results revealed that AI adoption significantly increases employee anxiety, which in turn negatively affects their work engagement. Mediation analysis confirmed that anxiety serves as a significant intermediary in the relationship between AI adoption and work engagement. However, job insecurity did not show a significant moderating effect on this mediation pathway. In other words, the indirect effect of AI-induced anxiety on work engagement was consistent regardless of the level of perceived job insecurity. This study contributes to the literature by highlighting the less-explored psychological costs of AI implementation in the workplace. It challenges overly optimistic views by showing that while AI can enhance mechanical productivity, it may simultaneously erode employee morale and engagement. These findings suggest that organizations should implement AI alongside strategic initiatives aimed at supporting employees—such as fostering psychological safety, redesigning jobs to support human- AI collaboration, offering training programs, and cultivating a supportive organizational culture. Future research should consider individual-level differences, including attitudes toward AI, perceived technological self-efficacy, and adaptability, as potential moderating factors. Additional studies are also needed to examine the broader impact of AI adoption on negative outcomes such as burnout. Overall, this research provides valuable insights for building a balanced organizational environment where both technology and people can thrive, offering practical guidance for sustainable HR and productivity strategies in the era of AI.

한국어

오늘날 기업들은 생산성 향상을 위한 핵심 도구로 인공지능(AI)을 도입하고 있다. AI는 기업 운영의 다양한 분 야에 적용되며 근본적인 변화를 초래하고 있다. 하지만 AI 도입이 기술적 효율성을 높이는 한편, 근로자에게 심리 적 불안을 유발하여 조직 전체의 효과성을 저해할 수 있다는 우려도 제기된다. 이 연구는 AI 도입이 근로자의 불안 을 증폭시키고, 업무 열의를 감소시키는 매개 과정을 설명한다. 이를 위해 중국의 근로자 345명을 대상으로 설문을 실시하고 실증 분석한 결과, AI 도입은 근로자의 불안을 증가시키며, 불안은 다시 업무 열의를 낮춘다는 것이 입증 되었다. 불안은 AI 도입과 업무 열의 간의 관계에서 매개 효과를 지니며, 직무 불안정성은 이 매개 경로에 유의한 조절 효과를 보이지 않았다. 이 연구는 AI 도입의 심리적 비용이라는 상대적으로 덜 조명된 측면을 강조하여 기존 의 낙관적인 관점을 검토하고, 기술 중심의 생산성 향상이 근로자의 사기 및 몰입을 저해할 수 있음을 시사한다. 조 직은 AI 도입과 함께 심리적 안전성 확보 등, 인간-AI 협업을 위한 다양한 전략을 수립해야 할 것이다. 본 연구는 AI 시대에 기술과 사람이 조화롭게 공존할 수 있는 지속 가능한 조직 환경 구축에 실천적 시사점을 제시한다.