How Adoption of Smart Technology, Artificial Intelligence, Robotics, and Algorithms (STARA) influences Job Stress, Turnover intentions, and work affective well-being: The mediating role of cynicism, depression, Complimented by Psychological Resilience

Alyan and Danish Ahmed Siddiqui

EconStor Preprints from ZBW - Leibniz Information Centre for Economics

Abstract: Job responsibilities, organizational structures, and employee experiences are changing as a result of the quick adoption of Smart Technology, Artificial Intelligence, Robotics, and Algorithms (STARA) in the modern workplace. Although these developments promise increased creativity and efficiency, they also present significant emotional and psychological challenges for workers. With an emphasis on the mediating functions of cynicism, depression, and job stress, this study examines the relationship between STARA and employees' intentions to leave as well as their work-related emotional well-being. The study, which is based on the Conservation of Resources theory, suggests that negative emotional reactions such as Cynicism and Depression are influenced by the perceived danger of technology displacement, greater performance monitoring, and loss of human autonomy. These reactions lead to Job Stress, which will ultimately affect employees' turnover and work affective well-being. This study also presents psychological resilience as a moderating factor, based on the hypothesis that people with higher resilience levels are better able to handle STARA-induced difficulties, which mitigates the negative impacts on well-being and lowers turnover intentions. Cynicism is a reflection of disillusionment with organizational change, depression is a symptom of deeper emotional weariness, and job stress is the immediate strain of adjusting to changing work conditions. Using data from 527 respondents, analyzed with SmartPLS 4.0 and various models, STARA positively impacts, and the study finds that STARA affects all cynicism, depression, job stress, and turnover, or well-being outcomes are all included in the study. The results lend credence to the notion that, despite its technological potential, STARA psychologically destabilizes employees, especially when it isn't paired with clear communication, emotional support, or upskilling strategies. Additionally, the moderating effect of psychological resilience suggests a potential area for management intervention. Resilience alone cannot eliminate stress, but it can keep it from growing worse, particularly when technology is unreliable. The study suggests further exploration of choices and strategies to engage STARA influence in the organization, with the security of employees and their benefits.

Keywords: STARA; Turnover intentions; Work Affective Well-being; Cynicism; Depression; Job Stress; Psychological Resilience. (search for similar items in EconPapers)
Date: 2026
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