AI-induced job crafting: a systematic review of cognitive appraisal pathways

Abstract

Background: The integration of artificial intelligence (AI) into workplaces is increasingly associated with changes in job design and with employees' efforts to adapt their work through job crafting. Evidence from the 15 included studies suggests that AI-related perceptions and cognitions, often broadly labeled as AI awareness in the literature, are not consistently directly associated with job crafting. Instead, the reviewed evidence suggests that their associations with job crafting are more consistently observed in conjunction with dual cognitive appraisal pathways. Challenge appraisals, in which AI is interpreted as an opportunity, are consistently linked to approach-oriented job crafting through mechanisms such as creative process engagement and harmonious work passion, whereas threat appraisals are associated with avoidance-oriented crafting through job insecurity and obsessive work passion. These patterns appear to vary depending on individual factors, such as AI-related knowledge and a positive stress mindset, as well as organizational conditions, including servant leadership and corporate social responsibility. Consequently, AI-related perceptions and cognitions cannot be regarded as uniformly beneficial or harmful; rather, their associations with job crafting depend on employees' appraisals, the specific ways these constructs are operationalized, and the surrounding organizational context. Objective: This systematic review aims to elucidate the cognitive appraisal mechanisms through which heterogeneous AI-related perceptions and cognitions, broadly grouped under the label of AI awareness in the literature, are associated with employee job crafting behaviors. Methods: A comprehensive literature search was conducted in accordance with PRISMA guidelines across several major academic databases, including Web of Science, Scopus, PubMed, and PsycINFO. Empirical studies investigating the relationship between AI-related perceptions and cognitions, including AI exposure, perceived AI threat or opportunity, and AI-related knowledge, and job crafting among employee populations were included. Data were extracted and synthesized narratively to identify mediating mechanisms and potential moderating factors. Results: Evidence from the reviewed studies indicates that the various AI-related constructs broadly grouped under the label of AI awareness do not demonstrate consistent direct associations with job crafting. Instead, the relationships between these heterogeneous AI-related constructs and job crafting appear to operate through dual cognitive appraisal pathways. Challenge appraisals, in which AI is interpreted as an opportunity, are consistently linked to approach-oriented job crafting, often accompanied by mechanisms such as engagement in creative processes and harmonious work passion. In contrast, threat or hindrance appraisals are associated with avoidance-oriented job crafting through factors including job insecurity and obsessive work passion. Importantly, these pathways are contingent upon individual-level factors (e.g., AI knowledge, positive stress mindset) and organizational-level factors (e.g., servant leadership, corporate social responsibility). Conclusion: The relationship between heterogeneous AI-related perceptions and cognitions, often broadly conceptualized as AI awareness, and job crafting appears to be contingent upon employees' cognitive appraisals of AI. To support more adaptive and approach-oriented forms of job crafting in AI-enabled workplaces, organizations may benefit from cultivating work environments that are conducive to challenge appraisals, for example through supportive leadership, opportunities for knowledge development, and meaningful work design.

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