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인공지능 도입에 대한 외부 압력이 인공지능 인식과 이직의도에 미치는 영향: 진로 관련 자기효능감과 회복탄력성의 조절된-조절된 매개효과

The Impact of External Pressure for Adoption of Artificial Intelligence on Artificial Intelligence Awareness and Turnover Intention: A Moderated Moderated Mediation Model of Career-Related Self-Efficacy and Resilience

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초록

오늘날 인공지능 기술은 자동화와 효율성 촉진을 통해 다양한 산업 분야에서 기업경영을 크게 변화시키고 있다. 경영진을 비롯한 조직구성원들은 인공지능 기술의 가파른 성장을 경험하는 동시에, 이것이 기업의 생존과 개인의 직무에 미치는 다양한 영향을 직면하게 되었다. 이에 따라 본 연구는 인공지능 도입에 대한 외부 압력이 이직의도에 미치는 영향과 그 경로를 설명하는 메커니즘을 파악하고자 하였다. 이에 더불어 인공지능의 영향력에 대한 인식 수준과 이직의도 간의 관계가 개인차 변수에 의해 달라지는지 탐색하였다. 구체적으로 인공지능 도입에 대한 외부 압력이 이직의도에 미치는 영향을 인공지능 인식이 매개할 것으로 예측하고, 인공지능 인식이 이직의도에 영향을 미치는 경로를 진로 관련 자기효능감과 회복탄력성이 조절하는지 확인하고자 했다. 이를 위해 국내 직장인 413명을 대상으로 설문조사를 시행하여 인공지능 도입에 대한 외부 압력과 이직의도 간의 관계에서 진로 관련 자기효능감과 회복탄력성이 가지는 조절된-조절된 매개효과를 검증하였다. 본 연구의 주요 결과는 다음과 같다. 첫째, 인공지능 인식은 인공지능 도입에 대한 외부 압력과 이직의도 간 관계를 매개하였다. 즉, 소속된 기업이 인공지능 기술을 도입해야 한다는 외부적인 압력을 많이 받는다고 느낄 때, 조직구성원들은 인공지능이 향후 자신의 직무에 더 큰 영향을 미치리라 여겼고, 이는 높은 이직의도와 관련되었다. 둘째, 이직의도에 대한 인공지능 인식, 진로 관련 자기효능감 및 회복탄력성의 삼원상호작용 효과가 나타났다. 구체적으로 회복탄력성이 높을 때 인공지능 인식과 이직의도 간 관계에 대한 진로 관련 자기효능감의 조건부 조절효과는 나타나지 않았다. 그러나 회복탄력성이 낮을 때 진로 관련 자기효능감이 높은 사람들은 인공지능 인식이 높을수록 이직의도에 높게 응답하는 경향이 있었다. 마지막으로, 인공지능 도입에 대한 외부 압력, 인공지능 인식 및 이직의도 간 관계에 대한 진로 관련 자기효능감과 회복탄력성의 조절된-조절된 매개효과가 유의하게 나타났다. 이 결과를 토대로 본 연구의 함의와 한계에 대해 논의하였다.

Abstract

Artificial Intelligence (AI) is significantly transforming business management across industries by promoting automation and efficiency. The rapid advancement of AI technology presents executives and employees with a range of challenges, affecting both corporate survival and individual jobs. This study aims to identify the mechanisms explaining the influence of external pressures to adopt AI on turnover intentions. Additionally, it explores whether the relationship between the awareness of the impact of AI and turnover intentions is moderated by individual differences. Specifically, the study predicts that AI awareness mediates the effect of external pressure to adopt AI on turnover intentions, and that the paths through which AI awareness influences turnover intentions are moderated by career-related self-efficacy and resilience. A survey was conducted with 413 employees in South Korea to verify the moderated moderated mediation effects of career-related self-efficacy and resilience on the relationship between external pressure to adopt AI and turnover intentions. The main findings of this study are as follows: First, AI awareness significantly mediated the relationship between external pressure to adopt AI and turnover intentions. That is, when employees perceive that their company is under high external pressure to adopt AI, they are more likely to believe that AI will significantly impact their future job roles, which is associated with higher turnover intentions. Second, a three-way interaction effect was observed among AI awareness, career-related self-efficacy, and resilience on turnover intentions. Specifically, when resilience is high, career-related self-efficacy does not conditionally moderate the relationship between AI awareness and turnover intentions. However, when resilience is low, employees with high career-related self-efficacy tend to show higher turnover intentions as AI awareness increases. Lastly, the moderated moderated mediation effects of career-related self-efficacy and resilience on the relationship between external pressure to adopt AI, AI awareness, and turnover intentions were significant. Based on these results, the implications and limitations are discussed.

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