人工智能技术强度感知对员工离职意向的影响:一个有调节的中介模型  

Influence of Artificial Intelligence Technology Intensity Perception on Employees′Turnover Intention:A Moderated Mediation Model

作　　者：陈晨[1] CHEN Chen(School of Business,Anhui University,Hefei Anhui 230601)

机构地区：[1]安徽大学商学院,安徽合肥230601

出　　处：《巢湖学院学报》2021年第6期31-41,共11页Journal of Chaohu University

摘　　要：随着人工智能技术的快速发展和广泛运用,人工智能已经渗入我国社会生活的各个领域,同时对劳动力替代和经济学理论也提出了新的挑战。从微观角度探讨人工智能运用与员工离职意向的作用关系,并在此基础上提出一个有调节的中介模型,调节员工工作不安全感及培训投入的作用。通过对与人工智能联系较为密切行业的398名一线员工的调查分析表明,人工智能技术强度感知对员工离职意向具有显著的正向影响;工作不安全感在人工智能技术强度感知与离职意向之间起部分中介作用;高培训投入会减缓人工智能技术强度感知与工作不安全感之间的正向关系,还能够调节人工智能技术强度感知对工作不安全感影响及离职意向的间接效应。With the rapid development and wide application of artificial intelligence technology,artificial intelligence has penetrated all areas of social life in our country.Meanwhile,artificial intelligence also poses new challenges to labor substitution and economic theory.The paper discusses the relationship between the use of artificial intelligence and employee turnover intention from a micro perspective,and on this basis,puts forward a moderated mediation model to investigate the mediating effect of job insecurity and the moderating effect of training investment.A survey of 398 front-line employees in industries that are closely related to artificial intelligence shows that the perception of artificial intelligence technology intensity has a significant positive impact on employees′turnover intention;job insecurity partially mediates the perception of artificial intelligence technology intensity and turnover intention;high investment in training will slow down the positive relationship between artificial intelligence technology intensity perception and job insecurity,and also adjust the indirect effect of artificial intelligence technology intensity perception on turnover intention through job insecurity.

关 键 词：人工智能 培训投入 工作不安全感 离职意向 

分 类 号：F224[经济管理—国民经济] F272.92