AI and work design: A positive psychology approach to employee well-being

Gruppe. Interaktion. Organisation. Zeitschrift für angewandte Organisationspsychologie https://doi.org/10.1007/s11612-025-00806-3 HAUPTBEITRÄGE – THEMENTEIL AI and work design: A positive psychology approach to employee well-being Lara Watermann1 · Simone Kubowitsch1 · Eva Lermer2,3 Accepted: 12 March 2025 © The Author(s) 2025 Abstract In this conceptual contribution to the journal “Group. Interaction. Organization.” (GIO) the integration of Artificial Intelligence (AI) into work processes and its impact on employee psychological well-being is examined, particularly focusing on the dimensions of positive emotions, engagement, relationships, meaning and accomplishment as proposed by the PERMA model. Since integrating AI into work processes significantly influences work dynamics, structures and job roles, comprehensive, human-centered work design frameworks are necessary. Existing frameworks to AI integration often prioritize extrinsic factors like productivity and ease of use, overlooking intrinsic factors such as engagement, meaning and emotional support, which are crucial for promoting psychological well-being in dynamic workplace environments. Furthermore, the dual potential of AI to either enhance or undermine psychological well-being underlines the importance of balancing AI’s technical advantages with its psychological implications. To address these issues, a narrative literature review was conducted, synthesizing interdisciplinary studies on the integration of AI into work processes. This review specifically explores the implications of AI on employee psychological well-being through the lens of the PERMA model, providing an extension of the work design framework and insights for designing AI systems that are not only functional but also support a human-centered and positive workplace environment. Keywords Artificial intelligence · Work design · PERMA · Psychological well-being · Positive psychology  Eva Lermer 1 School of Business, Technical University of Applied Sciences Augsburg, Augsburg, Germany 2 LMU Center for Leadership and People Management, Department of Psychology, LMU München, Munich, Germany 3 Liberal Arts and Sciences, Technical University of Applied Sciences Augsburg, Augsburg, Germany K L. Watermann et al. KI und Arbeitsgestaltung: Ein Positiv-Psychologischer Ansatz für das Wohlbefinden von Mitarbeitenden Zusammenfassung Dieser konzeptionelle Beitrag für die Zeitschrift „Gruppe. Interaktion. Organisation.“ (GIO) untersucht die Einführung von Künstlicher Intelligenz (KI) in Arbeitsprozesse und deren Auswirkungen auf das Wohlbefinden der Mitarbeitenden, insbesondere im Zusammenhang mit den Dimensionen des PERMA-Modells: Positive Emotionen, Engagement, Beziehungen, Sinn und Zielerreichung. Da die Einführung von KI in Arbeitsprozesse die Arbeitsdynamik, -strukturen und -rollen erheblich beeinflussen kann, sind umfassende, spezifisch auf den Faktor Mensch ausgerichtete Arbeitsgestaltungsansätze erforderlich. Bestehende Ansätze zur Einführung von KI stellen häufig extrinsische Faktoren wie Produktivität und Benutzerfreundlichkeit in den Vordergrund und vernachlässigen dabei intrinsische Faktoren wie Engagement, Sinnhaftigkeit und emotionale Unterstützung, die für die Förderung des Wohlbefindens in dynamischen Arbeitsumgebungen besonders entscheidend sind. Darüber hinaus unterstreicht das ambivalente Potenzial von KI, das Wohlbefinden von Mitarbeitenden sowohl zu fördern als auch zu beeinträchtigen, die Notwendigkeit einer ganzheitlichen Perspektive, welche die technischen Vorteile unter Berücksichtigung von psychologischen Implikationen begutachtet. Um diese Forschungslücke zu adressieren, wurde eine narrative Literaturrecherche durchgeführt, die interdisziplinäre Studien zur Integration von KI in Arbeitsprozesse zusammenfasst und vernetzt. In diesem Beitrag wird gezielt die Auswirkungen von KI auf das Wohlbefinden von Mitarbeitenden aus der Perspektive des PERMA-Modells analysiert. Dabei werden bestehende Arbeitsgestaltungsansätze erweitert und fundierte Erkenntnisse für die Entwicklung von KI-Systemen zusammengefasst, die nicht nur funktionale Anforderungen erfüllen, sondern auch ein nachhaltiges, menschenzentriertes und positives Arbeitsumfeld unterstützen. Schlüsselwörter Künstliche Intelligenz · Arbeitsgestaltung · PERMA · Psychologisches Wohlbefinden · Positive Psychologie 1 Introduction Technological progress has consistently reshaped the workplace, from mechanization to computerization, each stage driving increased productivity and efficiency (Jefrine 2023). However, artificial intelligence (AI) introduces capabilities that differentiate it from previous technologies. Unlike traditional automation, which primarily executes predefined tasks with high precision, AI leverages advanced machine learning algorithms, adaptive functionalities, and autonomous decision-making to perform tasks that require contextual awareness, prediction, and continuous learning. These transformative features enable AI to transcend simple task execution and actively participate in work processes. For example, AI systems can optimize workflows by analyzing big datasets, identifying patterns, and recommending actionable insights, a capability that previous technologies did not provide (Jarrahi 2018). Despite these advancements, this also raises critical challenges, particularly concerning work design. 1.1 Challenges for work design The integration of AI into work processes fundamentally changes job roles, task requirements, and organizational structures. Strich et al. (2021) highlight how AI can influence employees’ self-understanding and their perceived social roles at work, presenting both opportunities for growth K and challenges related to de-skilling and diminished autonomy. Consequently, integrating AI into workplace processes demands a comprehensive approach that considers multiple influencing factors that contribute to positive outcomes like enhanced well-being, motivation, and job performance. Parker and Grote (2022) proposed a framework for proactive work design when implementing new technologies, identifying four key focus areas: work design principles, human-centered technology development, organizational and individual factors. The work design principles focus on balancing job demands with resources to support positive outcomes for employees and organizations. Key aspects include autonomy and control, skill use and variety, job feedback, social and relational aspects, and managing job demands effectively. By addressing these elements, organizations can reduce potential challenges posed by AI while promoting well-being, motivation, and job performance (Parker and Grote 2022). This integration aligns human and technical systems to support optimal workplace outcomes. Human-centered technology development approaches emphasize the needs, experiences, and feedback of end users throughout the development cycle and actively involves users in vari (...truncated)