【摘要】 如今人工智能已普遍应用于工作场合，员工对本职工作被人工智能取代程度的认知评价如何影响其态度与行为尚未得知。本文基于工作要求-资源模型视角探索了员工对于工作替代认知通过工作投入对其离职倾向的影响机制，并探讨了主动性人格在工作替代认知与其工作投入之间的边界作用。结果表明，员工工作替代认知越高，其工作投入程度越低，员工的离职倾向增强，对具有高主动性人格员工而言，员工工作替代认知与工作投入之间的负向关系更强。更多还原

【Abstract】 With the prevalent use of Artificial Intelligence(AI) in the workplace, it is unclear how employees’ cognitive evaluations of the degree to which their jobs are being replaced by AI affect their attitudes and behaviors. Based on the Job Demands-Resources Model, this paper explores the mechanism of the effect of employees’ cognition of job substitution on their turnover intention via work engagement and meanwhile probes into the boundary role of proactive personality between cognition of job substitution and work engagement. The findings show that the higher employees’ job substitution cognition, the lower their job engagement and the higher their turnover intention. Moreover, for employees with a higher level of proactive personality, the negative relationship between cognition of job substitution and work engagement is much stronger.更多还原