THE IMPACT OF ARTIFICIAL INTELLIGENCE ON EMPLOYEE ENGAGEMENT: THE MODERATING ROLE OF TRUST

Abstract

Purpose: This study aims to explore employee perceptions of organizations engaged in banking ofthe lole of tiust on the usage ol artificial intelligence (Al) that will impact the employee engagement in situations that are going through fast changes. !: Methodology and design: This study has used a quantitative research approach, and data analysis used a deductive approach to analyze that whether the independent variable (artificial intelligence) influence the dependent variable (employee engagement) or not. Further, the research is moderated by trust. So, in order to validate the theory, this study accompanied by a moderating variable as well. On the basis ofwhich, hypotheses are tested accordingly it has been supported by program computer software. Smart PLS is the software used to analyze data; no other software utilized to examine data. Total of 264 respondents were involved in this study. In this study, the respondent is an employee of companies engaged in the banking sector in the Pakistan. Findings: The results showed that the artificial intelligence is positively related to employee engagement and trust moderated the relationship between artificial intelligence and employee engagement. Limitations: The research is conducted only in Pakistan and from banking sector only, hence findings . The variables are limited and the study done cannot be generalized to other industiial sectois on only current workforce. Recommendations: is less than other countries, management should integrate it will increase employee engagement. The management should give training to the employee who don’t show trust in A1 and should recruit and retain employees who can use A1 technologies in their daily routine. Originality/value: The development ol this model has a uniqueness by including the moderating variable ofthe role ol trust because, in conditions that are experiencing rapid changes, the role oftrust on these technologies is essential. Alter all, employees are decision-makers in the organization, ifthey will be satisfied then the decision will be more accurate. The development ofthis concept focuses on studies of companies engaged in services and banking. Employee engagement is an essential determinant in the organization because it will improve organizational performance. In addition, the application of A1 in organizations will experience turmoil, so that the critical role oftrust is needed to achieve success with employee work engagement