International Review of Management and Marketing | 2026
Authors: Hussain K.; Ahmed I.; Altintaş M.; Altintaş B.; Amin L.; Taj S.; Waheed K.Z.; Naureen S.; Metawa N.
DOI: 10.32479/irmm.23807
Journal: International Review of Management and Marketing
Year: 2026
Publisher: Econjournals
Document Type: Article
Open Access: All Open Access; Gold Open Access
Cited by: 0
The study investigates the impact of job insecurity on employee burnout by emphasizing the mediating role of job involvement and the moderating role of self-efficacy in the use of artificial intelligence. Based on the Job Demand-Resource model and the Conservation of Resources theory, this study has explored how both psychological and technological resources shape employees’ responses to the workplace. Through a structured survey, data were collected from 430 employees of Pakistan’s software and IT firms and analyzed using structural equation modeling (SEM-PLS). Results indicated that job insecurity significantly increases burnout while simultaneously reducing job involvement. Moreover, job involvement has negatively influenced burnout, confirming its mediating role between insecurity and burnout. Besides, employees with higher AI self-efficacy reported stronger engagement, as self-efficacy was negatively associated with job insecurity and job involvement. These findings highlight the complex interplay among stressors, engagement, and technological confidence in shaping employee well-being. In addition, the current study contributes to theory by integrating AI-related self-efficacy into established stress-strain frameworks and by offering practical implications for organizations to minimize burnout by increasing employee involvement, reducing insecurity, and strengthening digital competencies. © 2026 Econjournals. All rights reserved.
Artificial Intelligence; Employee Burnout; Job Demands–Resources Model; Job Insecurity; Self-Efficacy; Work Engagement