The Impact of AI Technology Application on Vietnamese Employees' Innovative Behavior
DOI:
https://doi.org/10.54097/9kwmww63Keywords:
AI technology application, AI knowledge, Job insecurity, Perceived opportunities, Innovative behaviorAbstract
The rapid advancement of artificial intelligence (AI) technology is profoundly reshaping organizational operations and employee work contexts. Based on the Job Demands-Resources (JD-R) Model, this study investigates the dual-path mechanism through which AI technology application influences employee innovative behavior. Using questionnaire data collected from 478 Vietnamese employees, we employed SPSS 22.0 and AMOS 29.0 to conduct reliability and validity tests and structural equation modeling analyses. The results reveal that: (1) job insecurity negatively affects employee innovative behavior, while perceived opportunities positively affect employee innovative behavior; (2) job insecurity partially mediates the relationship between AI technology application and employee innovative behavior; (3) perceived opportunities fully mediate the relationship between AI technology application and employee innovative behavior; and (4) AI knowledge negatively moderates the relationship between AI technology application and job insecurity, while positively moderating the relationship between AI technology application and perceived opportunities. This study extends the understanding of AI's dual effects on employee behavior and provides practical implications for organizational management in the AI era.
Downloads
References
[1] Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
[2] Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273-285.
[3] Bala, H., & Venkatesh, V. (2016). Changes in employees' job characteristics during IT implementation: A longitudinal study. MIS Quarterly, 40(2), 497-521.
[4] Brougham, D., & Haar, J. (2018). Smart technology, artificial intelligence, robotics, and algorithms (STARA): Employees' perceptions of our future workplace. Journal of Management & Organization, 24(2), 239-257.
[5] Cheng, Y., & Hackney, R. A. (2021). IT adoption and work performance: The role of perceived opportunities. Information Systems Journal, 31(5), 789-810.
[6] Chiu, Y. T., & Zhu, Y. Q. (2021). Understanding employees' AI knowledge and its impact on job performance. Computers in Human Behavior, 124, 106925.
[7] Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512.
[8] Flynn, L. R., & Goldsmith, R. E. (1999). A short, reliable measure of subjective knowledge. Journal of Business Research, 46(1), 57-66.
[9] Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
[10] Hobfoll, S. E., Halbesleben, J., Neveu, J. P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
[11] Kim, B. J., & Kim, M. (2024). The role of personal, job, and organizational factors in employee adaptation to artificial intelligence. Computers in Human Behavior, 151, 108-120.
[12] Loureiro, S. M. C., Guerreiro, J., & Tussyadiah, I. (2023). Artificial intelligence in the workplace: A double-edged sword for employee well-being. Journal of Business Research, 155, 113-124.
[13] Lysyakov, M., & Viswanathan, M. (2021). Automation and employee control: The role of AI in decision-making. Information Systems Research, 32(3), 789-805.
[14] Raisch, S., & Krakowski, S. (2021). Artificial intelligence and management: The automation-augmentation paradox. Academy of Management Review, 46(1), 192-210.
[15] Raisch, S., Berger, A., & Zierke, O. (2023). AI knowledge and employee behavior: A self-assessment approach. Journal of Business Research, 155, 113-124.
[16] Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job demands-resources model: Implications for improving work and health. In G. F. Bauer & O. Hämmig (Eds.), Bridging occupational, organizational and public health (pp. 43-68). Springer.
[17] Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
[18] Yam, K. C., Tang, P. M., Jackson, J. C., Su, R., & Gray, K. (2022). The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence. Journal of Applied Psychology, 107(5), 821-837.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 International Journal of World Economic Research
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
