Yan Yihang, Qu Xiaoqian, Lei Hongzhen, Geng Yao
International Business School, Shaanxi Normal University, Xi'an 710119, China.
Behav Sci (Basel). 2025 Jun 9;15(6):789. doi: 10.3390/bs15060789.
Given the significant impact of Generative AI (GenAI) in the workplace, there are surprisingly few empirical studies examining how employees' GenAI awareness shapes differently oriented job crafting behaviors. In organizations, understanding this is important because GenAI is unlikely to fully replace employees; instead, it requires them to adopt adaptive strategies to work alongside GenAI. If employees engage in avoidance crafting behavior, it could have negative consequences for the organization. Based on sensemaking theory, we develop a theoretical model to explore how employees' GenAI awareness affects their job crafting behavior, as well as the mediating mechanisms and boundary conditions of its influence. Using self-evaluation data from 316 employees at three time points, the results of our hypothesis testing reveal that when employees perceive high internal Corporate Social Responsibility (CSR), their GenAI awareness triggers harmonious work passion and leads to approach job crafting; conversely, when employees perceive high external Corporate Social Responsibility, their GenAI awareness triggers obsessive work passion and leads to avoidance job crafting. Finally, the theoretical and empirical implications of our findings are discussed.
鉴于生成式人工智能（GenAI）在工作场所的重大影响，令人惊讶的是，很少有实证研究探讨员工对GenAI的认知如何塑造不同导向的工作重塑行为。在组织中，理解这一点很重要，因为GenAI不太可能完全取代员工；相反，它要求员工采用适应性策略与GenAI协同工作。如果员工采取回避性的工作重塑行为，可能会给组织带来负面影响。基于意义建构理论，我们构建了一个理论模型，以探讨员工对GenAI的认知如何影响他们的工作重塑行为，以及其影响的中介机制和边界条件。利用来自316名员工在三个时间点的自我评估数据，我们的假设检验结果表明，当员工感知到较高的内部企业社会责任（CSR）时，他们对GenAI的认知会引发和谐的工作热情，并导致进取型工作重塑；相反，当员工感知到较高的外部企业社会责任时，他们对GenAI的认知会引发强迫性的工作热情，并导致回避型工作重塑。最后，我们讨论了研究结果的理论和实证意义。
