デジタルAIの変革が適応を促すとき: 職の不確実性の状況における職づくりとAI知識
Chengcheng Sha1, Tianlong Chai2
1Department of Economics and Trade, Guangxi Eco-Engineering Vocational & Technical College, Liuzhou, China.
Frontiers in psychology
|September 2, 2025
まとめ
デジタル・AIの変革は 従業員の仕事創造に ポジティブな影響を及ぼし 職の不安が この効果を媒介しています 従業員のAI知識は このプロセスを強化し 組織が動機付けの為に ストレスよりも 知識に焦点を当てることを示唆しています
科学分野:
- 組織的行動
- 人とコンピュータの相互作用
- 心理学
背景:
- デジタルトランスフォーメーションにおける AI 統合に対する従業員の反応は まだ十分に調査されていません
- この研究では デジタルAIによる変革が 従業員の職務作成行動に与える影響を調査しています
研究 の 目的:
- デジタル・AIによる変革が従業員の仕事創造に与える影響を検証する.
- 雇用不安の仲介的な役割を分析する.
- 人工知能の知識の抑制効果を調査する
主な方法:
- デジタルトランスフォーメーションの組織でAIツールを使用した 400人の従業員に対して 2つの波の調査を実施しました
- 370件の有効な回答は,SPSS 22.0とPROCESSマクロを使用して分析されました.
- 資源の保存理論が研究の枠組みを導いた.
主要な成果:
- デジタル-AI変換は,職務作成に好意的な影響を及ぼしました (β=0.512,p<0.001).
- 雇用の不確実性がこの関係を媒介した (β=0.228,p<0.001).
- 人工知能の知識は 変革と職づくりのつながりや 職の不安を緩和しました
結論:
- 資源の保存理論を拡張し,雇用不安の条件付きのポジティブな役割を強調する.
- ストレスに基づくモチベーションよりも AIの知識を活用することを推奨しています
- 職務作成の先例について 将来の研究を提案します
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