Investigating the Role of Artificial Intelligence and Flexible HR Practices in Fostering Employee Job Engagement and Organizational Resilience: The Moderating Effect of Optimism

This study strives to investigate factors that influence employee job engagement and enhance organizational resilience during crisis. The research model comprises factor like artificial intelligence, flexible HR practices, digital intensity, management intensity, employee creative self-efficacy and investigate employee behavior towards job engagement. In addition to that the moderating effect of employee state of optimism is established between employee job engagement and organizational resilience. Overall, 363 employees have participated in research survey. Statistical results have unveiled significant impact of artificial intelligence, flexible HR practices, digital intensity, management intensity and employee creative self-efficacy in measuring employee job engagement with substantial variance R 2 47.4%. Results have also revealed that both employee state of optimism and employee job engagement explained substantial variance in organizational resilience, that is, R 2 54.7%. Nevertheless, effect size analysis has shown that artificial intelligence is the most influential factor to engage employees at workplace during disruption. This study has suggested that policy makers could achieve organizational resilience by improving artificial intelligence, employee state of optimism, digital intensity, management intensity, employee creative self-efficacy, and flexible human resource practices and therefore these factors need policy makers attention in long run. This study is pioneer in examining the moderating effect of employee state of optimism between employee job engagement and organizational resilience.