Artificial Intelligence Anxiety and Innovative Behavior of New Generation Employees:The Roles of Organizational Attachment and Job Crafting
With the integration of digital economy with technological innovation,organizational innovation and industrial in-novation,more and more enterprises have been introducing artificial intelligence technology to replace some low-end repet-itive work.The emerging workforce,nurtured during the era of AI's swift advancement,is acutely aware of its influence on their professional competitiveness.This rapid technological evolution has instilled a sense of unease among these young professionals regarding potential job displacement and the necessity to master novel technologies.This phenomenon is commonly referred to as artificial intelligence anxiety.From the perspective of the cognitive evaluation theory of stress,the study analyzes the impact of AI anxiety on the innovative behavior of the new generation of employees.The paper proposes the following hypothesis that,first,AI anxi-ety can promote innovative behavior of the new generation of employees,and fully tapping the characteristics and potential of the new generation of employees can better stimulate their innovative vitality under the anxiety of AI.Second,job craf-ting plays a mediating role between AI anxiety and the innovation behavior of the new generation of employees.AI anxiety can stimulate the new generation of employees to actively think about the changes in work content and work mode.Third,organizational attachment not only moderates the relationship between AI anxiety and job crafting,but also moderates the mediating effect of job crafting between AI anxiety and the innovation behavior of the new generation of employees.It is difficult for employees with high organizational attachment to have innovative behaviors in the context of insecurity.On the contrary,employees with low organizational attachment have an attachment style corresponding to secure organiza-tional attachment.Therefore,employees with low organizational attachment are better able to carry out innovative prac-tices and carry out innovative behaviors at work,and AI anxiety has a stronger effect on stimulating their innovative be-haviors through job crafting.The study conducted a survey in two phases with data from November 2023 to February 2024 through a multi-time point survey methodology.The target population consists of employees across various sectors,including the Internet and Technology(IT)industry,manufacturing,catering services,and education.There are 343 valid responses out of 435 questionnaires,which corresponds to a robust response rate of 78.85%.The study employs SPSS 23.0 and Mplus 8.0 software to assess the reliability and validity of the research model.To evaluate the discriminant validity among the four key variables of artificial intelligence anxiety,organizational attachment,work remodeling,and employee innovative be-havior,it conducts the confirmatory factor analysis(CFA)using Mplus 8.0.Additionally,to ensure that common method bias was not a significant concern in this research,Harman's single-factor test was applied to an exploratory factor analysis of the 40 items pertaining to these four variables.It delves into the mediating effect of job crafting,and the moderating effect of organizational attachment;and then it explores the boundary of the relationship among AI anxiety,job crafting and the innovative behavior of the new generation of employees under different levels of organizational attachment.The results show that artificial intelligence anxiety positively affects the innovation behavior of the new generation of employees through job crafting,and the degree of organizational attachment of employees plays a moderating role in this process.When employees'organizational attachment is low,the positive mediating effect of AI anxiety on the innovation behavior of new generation employees through job crafting is significant.When employees have a high degree of organiza-tional attachment,the mediating effect above is not significant.Therefore,it is essential for managers to acknowledge the influence of AI anxiety on the new generation of employees,and harness this anxiety constructively to steer,inspire,and energize employees to proactively redefine their roles and to embrace innovation with confidence.While employees should maintain a secure level of organizational attachment,which is characterized by a healthy balance between commitment and autonomy.To facilitate this,managers are tasked with cul-tivating an organizational environment that serves as both a"safe haven"and a"security island",providing the new gener-ation of employees with a robust sense of security.
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