THE IMPACT OF AI BELIEFS AND ANXIETY ON CHANGE READINESS FOR ADOPTING ARTIFICIAL INTELLIGENCE AMONG HR MANAGERS: THE MODERATING ROLE OF CAREER COMPETENCY

Abstract

Purpose: The study was conducted to explore the factors belief about AI and AI anxiety the change readiness for AI adoption in the presence of career competency as a moderating variable. on Methodology & Design: The data was collected from 353 employees of corporate organizations located of Karachi. The sample size was chosen through non-probability convenience sampling. This research is a quantitative study based on deductive approach. The data is evaluated through testing the relevancy and validity ofthe hypothesis on SMART PLS software, Structural Equational Model (SEM) was applied to see the significance of variables, and Boot strap testing to examine to the mediation effect of career competency. Findings: The results ofthis study suggest that belief about AI has no significant relationship with change readiness for AI adoption when career competency act as a moderating variable. From the above discussion we can conclude that an employee’s belief has no as such impact found to have a significant impact on the competency has a strong moderating role on their willingness to AI adoption. AI anxiety change readiness for AI adoption where the relationship. was on career in nature where it can be further explored on descriptive results. The Limitations: The current study is quantitative framework but using qualitative methods to produce more the same study was also limited due to time and budget constraints. from the current study includes Recommendations: The practical implication emerged managers and change agents in an organization to provide change supporting opportune to employees. In order to encourage employees for AI adoption managers must engage ,n practices that enhance the change