The Relationships Between Artificial Intelligence-Induced Job Insecurity, Affective Commitment, Job Performance and Turnover Intention

This study examines the relationships between artificial intelligence-induced job insecurity, affective commitment, job performance, and turnover intention, with particular attention to the mediating roles of affective commitment and job performance. The analyses were conducted using structural equation modeling to assess the direct and indirect relationships among the variables. Data were collected from 400 employees working in different sectors through online and face-to-face surveys using a convenience sampling method. The findings indicate that AI-induced job insecurity is positively associated with turnover intention and negatively associated with affective commitment, whereas its direct association with job performance is not statistically significant. Affective commitment is positively associated with job performance and negatively associated with turnover intention. The mediation analyses indicate that affective commitment significantly mediates the relationships between AI-induced job insecurity and turnover intention and between AI-induced job insecurity and job performance. In contrast, the mediating role of job performance in the relationship between AI-induced job insecurity and turnover intention is not supported. Overall, the findings suggest that affective commitment represents an important explanatory pathway in the relationships between AI-induced job insecurity and employees’ work-related outcomes.