Impact of Artificial Intelligence on Employee Job Performance, Communication, and Job Security

The recent mass influx of Artificial Intelligence (AI) over the last 10 years has impacted how many professions operate (Olan et al., 2023). These operational changes include a decrease in clerical positions as AI tools, such as language automation software, have been implemented to replace routine tasks like data entry and shift scheduling (World Economic Forum, 2023). Changes can also be seen in healthcare, where AI diagnostic tools assist doctors in interpreting medical images, such as tears or fractures (Gitto et al., 2024). Research supports AI integration benefits, including reduced employee burnout and lower turnover rates in jobs such as engineering, legal, and medical fields due to its ability to always be there with a low flaw rate (Alhuzali et al., 2025; Buchanan et al., 2020; Zheng et al., 2025). AI also enhances employees' work performance in key areas such as meeting weekly metrics, correcting simple errors, and even data analysis (Dong et al., 2024). However, AI has negatively impacted interpersonal relationships between co-workers by fostering a disconnect depending on the employee’s work environment (Herath et al., 2025), and employees who find themselves interacting with AI frequently have reported decreased job security when AI is used in recruitment and direct work assistance (Raj, 2024). This study seeks to examine the impact of artificial intelligence on full-time employees’ job performance, communication, and job security perceptions. Past research on the impact of AI in the workplace has been limited to surveys issued by organizational leadership, which is likely biased due to employees feeling pressured to answer positively (Keiser & Payne, 2019). This current study will investigate employees’ perceptions toward AI through anonymous surveys issued to full-time employees from outside the official organizational structure. Participants will include full-time employees across a broad range of industries, recruited online and in person, who report interacting with AI at least two to three days a week. Measures will include the Job Inventory Scale, the Individual Work Performance Questionnaire, the Computer-Mediated Communication Competence Scale, and the Attitude Towards Artificial Intelligence at Work Scale. The results of this study can help management better understand how employees truly perceive AI. This insight could beneficially change how they implement future training, improve internal communication, and approach the recruitment and development of employees.