The Effect of Artificial Intelligence Application on Employee Job Performance: Dual Mediating Roles and Moderating Role

Abstract

With the rapid penetration of artificial intelligence technology into the workplace, its effect on employee job performance has become a research focus in organizational behavior. However, existing studies have mostly focused on single-path effects and lack a systematic analysis of the dual mechanisms and boundary conditions of artificial intelligence. Based on the Job Demands-Resources model, self-determination theory, and job insecurity theory, this study constructs a moderated dual-mediation model. A questionnaire survey was conducted among 260 employees who use artificial intelligence tools in their daily work, and the data were empirically tested through regression analysis and structural equation modeling. The results show that artificial intelligence application has a significant positive direct effect on employee job performance; proactive learning behavior plays a positive mediating role, while job insecurity plays a negative mediating role; organizational support positively moderates the relationship between artificial intelligence application and proactive learning behavior, and negatively moderates the relationship between artificial intelligence application and job insecurity. This study provides an integrated framework for understanding the impact of artificial intelligence in organizations and offers practical guidance for enterprise digital transformation.