Organizations are increasingly turning to artificial intelligence (AI) to transform work processes, decision-making and the employees’ roles. The use of AI has a positive impact on efficiency and productivity, but also creates technostress in the form of techno-complexity, techno-overload, techno-insecurity, and techno-uncertainty, which can have a detrimental impact on employee well-being. This study is an attempt to integrate existing knowledge and investigate the coping strategies of training and coaching and human resource development (HRD) interventions in the form of a response to technostress induced by AI. The systematic literature review (SLR) was carried out in the Scopus database. A literature search was conducted in January 2026 with keywords and articles from peer-reviewed journals in English in the last five years (2020–2025) were included. According to the PRISMA framework, 125 records were initially identified, of which 36 were included in the final review process, and 36 were used in co-word analysis. Thematic synthesis and co-word analysis using VOSviewer were employed to analyze the data. Results indicate that AI use has multidimensional aspects of technostress that negatively impact employee psychological health, job satisfaction, and work engagement. It also highlights how training, coaching, upskilling of employees and supportive organizational practices improve their digital competence, mitigate technological anxiety and help them adapt to AI-infused workplaces. This study adds to the HRM and HRD literature by merging the concepts of technostress and digital transformation and by providing a basis to emphasize the significance of organizational interventions for the well-being of employees in the context of an AI transformation.
Wankhede et al. (Sun,) studied this question.