AI, Automation, and the Future of Employment: Economic Consequences for Wages, Job Displacement, and Workforce Transformation

This study examined the intricate relationship between job stress and organizational commitment among employees across diverse sectors, emphasizing how elevated stress levels can undermine workforce stability. Using a quantitative research design, data were collected through a structured questionnaire from a representative sample of employees. Statistical analyses revealed that job stress significantly and negatively influenced organizational commitment, with dimensions such as workload, role ambiguity, and lack of support emerging as key stressors. Furthermore, the findings indicated that employees with higher stress levels demonstrated reduced emotional attachment, normative loyalty, and continuance commitment to their organizations. These results align with contemporary organizational behavior theories, suggesting that workplace stress not only diminishes employee well-being but also adversely affects organizational productivity and retention. The study also highlighted the moderating influence of demographic variables, including age, gender, and work experience, on the stress–commitment relationship. Implications for human resource management were discussed, emphasizing the need for proactive stress reduction strategies, employee wellness programs, and organizational policies that foster a supportive work environment. By providing empirical evidence from a developing economy context, this research contributes to the growing literature on occupational stress and employee engagement, offering practical insights for organizations aiming to enhance commitment and reduce turnover in competitive markets.