AI 도입 인식이 심리적 계약, 조직신뢰, 조직몰입의 관계에 미치는 영향

With the expansion of AI technology, a key aspect of the fourth industrial revolution, many organizations are adopting AI to enhance their efficiency, but this also has led to concerns among employees regarding job replacement. Negative perceptions of AI adoption by employees can affect their work attitudes and relationships with their organizations. The COVID-19 pandemic has accelerated the adoption of AI, making it more mature for research on the relationship between employees' perception of AI adoption and organizational variables. This study aims to empirically analyze the impact of employees' perception of AI adoption on the relationship between psychological contract, organizational trust, and organizational commitment among South Korean employees. Methodology: This study used a survey method with 292 valid samples to test the following hypotheses. First, we examined the simple causal relationship between the psychological contract and organizational commitment. Second, we tested the mediating effect of organizational trust in the relationship between the psychological contract and organizational commitment. Third, we analyzed the moderating effect of employees' perception of AI adoption on the relationship between the psychological contract and organizational trust. Additionally, we analyzed the moderated mediating effect of AI adoption perception within the mediation relationship between psychological contract, organizational trust, and organizational commitment. The psychological contract variable was classified into transactional and relational contract based on Rousseau's (1990) categorization. Results: First, both transactional contract and relational contract had a positive(+) effect on organizational commitment. Second, organizational trust was found to fully mediate the relationship between psychological contract(both transactional contract and relational contract) and organizational commitment. Third, the employees' perception of AI adoption had a moderating effect on the relationship between transactional contract and organizational trust but not on the relationship between relational contract and organizational trust. Moreover, within the mediation process of transactional contract, organizational trust, and organizational commitment, a significant moderated mediating effect of AI adoption perception was observed. Practical implications: The results of this study suggest that, in order to lead performance through organizational commitment, organizations need to strengthen organizational trust, which fully mediates the relationship between psychological contract and organizational commitment. Furthermore, organizations should provide reskilling and upskilling training programs tailored to each employee's situation to adapt to new technological environment brought by AI. Through this training support, organizations can alleviate employee concerns about AI adoption and ultimately achieve the original purpose of enhancing the efficiency.