Does Artificial Intelligence Influence Job Insecurity and Disengagement at Work Within the Human Resources Function? Empirical Evidences From Swiss Organizations

Abstract The increasing use of artificial intelligence (AI) in human resource management raises concerns about its psychological and organizational consequences. While existing research mainly emphasizes efficiency gains, this study explores its impact on job insecurity (JI), affective disengagement, and cognitive disengagement among human resource professionals in Swiss organizations. Based on a survey of 324 human resource employees from private and public organizations in Switzerland, this study employs partial least squares structural equation modeling to examine the relationships between AI-related concerns and employee outcomes. The results demonstrate that perceived threat, personal development concerns, and personal well-being concerns significantly contribute to JI and disengagement. Employees who feel that AI threatens their professional stability, limits their career development opportunities, or negatively impacts their well-being at work exhibit higher levels of JI, affective disengagement, and cognitive disengagement. The findings also highlight that perceived organizational support mitigates some negative effects of AI-related concerns, particularly by reducing the impact of personal development and well-being concerns on JI and disengagement. Furthermore, public-sector human resource employees appear more vulnerable to cognitive disengagement when AI is perceived as restricting opportunities for professional growth. This highlights the need for sector-specific strategies to sustain employee engagement and mitigate risks associated with AI adoption. To maintain engagement and reinforce organizational loyalty, organizations must proactively address concerns related to AI through transparent communication, ethical governance, and career development programs. Failing to do so risks exacerbating negative job outcomes, which could undermine the creation of long-term organizational value.