增益还是损耗:人工智能技术应用对员工创新行为的“双刃剑”效应

Gain or Loss?The Double-edged Sword Effect of Artificial Intelligence Usage on Innovation Behavior

智能化时代,人工智能技术在工作场所的应用给组织行为和传统人力资源管理带来诸多挑战。基于工作要求—资源模型,深入回答人工智能技术在工作场所应用对员工创新行为的“双刃剑”效应。采用情境实验法和两阶段问卷法开展两个独立研究,结果表明:一方面,人工智能技术应用作为工作要求,可通过增强工作不安全感的损耗路径负向影响员工创新行为;另一方面,人工智能技术应用作为工作资源,可通过增强工作自主性感知的增益路径激发员工创新行为。员工学习目标导向是开启上述不同影响效应的关键“钥匙”。具体来说,学习目标导向的增强会弱化人工智能技术应用的损耗路径,强化人工智能技术应用的增益路径。

With the booming development and widespread use of intelligent robots and big data,a large number of artificial intelligence(AI)technologies have emerged in the workplace,bringing many challenges to traditional human resource management.This not only changes the business process and work content of employees,but also increases the time pressure and threat of substitution,which makes people unable to focus on innovation activities and becomes a major obstacle to employee innovation.Although many scholars have analyzed the possible positive or negative effects of AI technology applications from different perspectives,the"double-edged sword"effect of AI usage on employees'innovation behavior has not been explored in depth from an integrated perspective.From the perspective of positive effects,AI technologies can reduce mechanical and repetitive tasks,so that employees have more time and energy to focus on innovative parts and increase the possibility of achieving innovative results.However,at the same time,AI technology leads to AI replacement fear while increasing individual time pressure,which further decreases employees'sense of organizational support and reduces innovative behavior.Therefore,the impact of AI usage on employees'innovative behavior is both positive and negative.Hence,on the basis of job requirement-resource model,this study explores the"double-edged sword"effect of AI technology application on innovation behavior through the loss path of job requirement(mediated by job insecurity)and the gain path of job resource(mediated by perceived job autonomy),as well as the moderating effect of learning goal orientation.Two independent studies are conducted through contextual experimental and questionnaire methods.specifically,study 1 uses a two-factor intergroup experimental design(AI usage:high vs.low;learning goal orientation:high vs.low).A questionnaire including manipulation test,job insecurity,perceived job autonomy and innovative behavior is distributed to 300 subjects,with 278 valid questionnaires retrieved.Study 2 selects employees from four companies applying AI in Shenzhen and Beijing as the research subjects.After two rounds of investigation about the AI usage,learning goal orientation and demographic variables,and assessment of job insecurity,perceived job autonomy,and innovation behavior,418 valid questionnaires are obtained.To test the hypotheses,a series of analyses based on a contextual experimental method and a multi-stage questionnaire are made.The empirical results indicate that AI usage had a significant positive effect on job insecurity;job insecurity played a mediating role in the relationship between AI usage and employees'innovative behavior;AI usage had a significant positive effect on employees'perceived job autonomy;perceived job autonomy played a mediating role in the relationship between AI usage and employees'innovative behavior;learning goal orientation positively moderates the relationship between AI usage and job insecurity and plays a moderating role in the indirect effect of AI usage influencing employees'innovative behavior through job insecurity;learning goal orientation positively moderates the relationship between AI usage and perceived job autonomy and plays a moderating role in the indirect effect of AI usage influencing employees'innovative behavior through perceived job autonomy.This study makes several theoretical and managerial contributions.First,it comprehensively examines the"double-edged sword"effect of AI usage on employees'innovative behavior,and vividly presents the positive and negative effects of AI usage on employees'innovative behavior,thus providing a comprehensive and dialectical research perspective for AI usage in the context of organizational management research.Second,by exploring the"black box"between AI usage and employees'innovative behavior from the perspective of both job requirements and job resources,it broadens the study of the indirect influence mechanism of AI usage.Third,this study introduces the key moderating variable of learning goal orientation,and explores the boundary mechanism of the"double-edged sword"effect of AI usage on employees'innovative behaviors from the perspective of individual control over work.The study helps managers to intervene in advance to enhance the positive effects of AI usages on employees'psychological and behavioral behaviors.