Abstract: Artificial intelligence (AI) has become an integral part of modern workplaces. However, understanding its impact on employees remains a complex and dynamic area of research. Through a comprehensive review of relevant literature and taking into account the practical applications of AI, this study innovatively approaches the topic. It classifies AI's roles in the workplace from the employees' perspective into four distinct types: “opponent”, “assistant”, “colleague”, and “leader”. This sets our study apart from previous research, as we place greater emphasis on the employee-centered perspective.
Based on a review of the literature, this classification is based on the “substitution-aid-augmentation-management” framework. From this perspective, the study systematically examines how these different AI roles influence employees' psychological states and behaviors. When AI functions as an “opponent”, it triggers job-related anxiety among employees. The fear of replacement can lead to negative behaviors such as service disruptions and knowledge hoarding. Conversely, if employees perceive this threat as a challenge, it can stimulate creativity. As an “assistant”, AI enhances work performance by reducing employees' cognitive load. Nevertheless, over-reliance on it may weaken employees' moral judgment and limit their access to diverse information. In the role of a “colleague”, AI collaborates with employees on complex tasks, but it also gives rise to issues like ambiguous job responsibilities and decreased interpersonal communication. When AI assumes the “leader” role, although its precise management has certain advantages, it also raises ethical concerns. Its impersonal communication style and potential privacy invasions can cause stress among employees, and algorithm-based management may undermine employees' creativity and job satisfaction.
To address these impacts, the study proposes practical strategies for both organizations and individuals. At the organizational level, companies should provide AI-related training to help employees acquire the necessary skills and adapt to changes. Fostering a positive AI-friendly work culture can guide employees to utilize AI effectively and mitigate its negative effects. Additionally, establishing clear AI usage rules and ethical standards is essential for safeguarding employees' rights. At the individual level, employees need to actively develop skills that are difficult for AI to replicate, such as creativity and social skills, and continuously enhance their AI literacy. They should also shift their mindset towards AI, viewing it as an opportunity rather than a threat, to better integrate into the new workplace environment.
Combining the current research status and the role-by-role analysis presented earlier, we also point out several directions for future research.
First, we can further explore and refine the classification of AI in the Chinese context. Based on China's unique cultural, economic, and social environment, a more precise classification will provide a better understanding of how AI functions in Chinese workplaces. Next, we can explore the boundary conditions of such impacts. These boundary conditions include factors like organizational culture, employee characteristics, and technological maturity. Third, conducting comparative studies can reveal commonalities and differences in how AI affects employees in different contexts. This can be valuable for organizations operating globally or seeking to learn from different practices. Fourth, analyzing the differential impacts of AI across various industries and job functions helps understand its unique influences in different work settings. Different industries and job roles interact with AI in distinct ways, and this research can offer targeted insights. Fifth, conducting comparative studies can reveal commonalities and differences in how AI affects employees in different contexts. This can be valuable for organizations operating globally or seeking to learn from different practices. Finally, strengthening interdisciplinary research, which integrates knowledge from multiple fields like psychology, computer science, and management, offers a more comprehensive understanding.
This study contributes to the existing literature by offering a comprehensive classification of AI roles in the workplace and elucidating their differential impacts on employees. By meticulously examining the four roles of AI in the workplace from the employees' perspective, it fills gaps in existing literature and offers a more comprehensive view of their interactions. It also provides practical insights for organizations and individuals to better adapt to the evolving role of AI in the workplace. Future research should further explore the boundary conditions of these impacts, investigate cross-cultural differences in employee responses to AI, and examine the long-term effects of AI on career development and work-life balance.

Key words: artificial intelligence, role classification, psychology and behavior, coping strategies, workplace