The emotional cost of working on a machine

This post was co-authored by Dr. Tony Nguyen and Dr. Giang Hoang.

A while ago, artificial intelligence (AI) It seemed like science fiction in the workplace. Today it is popular throughout the industry. Doctors read scans, recommend resumes to HR teams, and suggest product names to marketers. There’s been a lot to say about AI efficiency, but important aspects are often overlooked. In other words, it’s an emotional experience working with intelligent machines.

Behind headlines and hype, workers navigate the complex combination of emotions. anxiety, a respectand sometimes res. These emotions greatly shape how we engage with our work, perceive ourselves, and interact with each other.

Recent multi-level reviews by Bankins and colleagues (2024) Journal of Organizational Behavior Unleash what you’ve learned so far about AI in your organizational life. It’s obvious they found it. Introducing AI into the workplace is not just a technical or strategic change, it is also an emotional change.

AI and Identity Questions

Consider the scenario of an experienced journalist Creativity It is now complemented or possibly hidden by AI systems that generate headings at lightning speed. Or think about recruiters whose instincts are second guessed by algorithms. These situations are becoming more and more common.

AI often challenges workers’ professional identities and forces them to stand up to basic questions. What unique value can this job bring to the machine that cannot replicate? This tension manifests in a subtle yet profound way. This feels like “humans only” compared to error prevention machines, whether devalued, reduced to just data points. For some, AI functions as a catalyst for reinvention. For others, it develops quiet anxiety.

Emotional Spectrum: From Hope to Fear

Research shows that emotional responses to AI are very different (Shank et al., 2019). Some workers are excited Optimismespecially when AI is framed as a support tool to handle repetitive tasks, allowing them to focus on more creative or strategic efforts. Conversely, others experience it fearFrustration or helplessness, especially when AI is imposed from the top down without proper training, communication, or agency. Many may feel surveillance, exchange or left behind.

The emotional ambiguity surrounding AI speaks. It transcends the characteristics of simple tools. It can make decisions, “learning” and outperform humans at certain tasks. This blur of boundary It can be deeply unstable between the tool and your teammates.

Trust Issues: Can I trust a machine?

Trust is a recurring theme of discussions about AI. Employees often question whether they can trust decisions made by AI systems and whether they feel safe to question or override those decisions. Using these systems to assess performance raises concerns.

As emphasized by Bankins et al. (2024), emotional trust is influenced not only by the accuracy of technology, but also by the way AI is implemented, who controls it, and whether employees feel like active participants in the process. Low trust can lead to resilience and resistance, but high trust will develop collaboration and creativity.

Quiet strain of change fatigue

Recent research has identified what is called AI-induced change fatigue. At work, conversions (new software, shift roles, constant reskills) are already flooded. Workers may quietly wonder: When will it end? When do you feel like you have the ability again?

Emotional fatigue manifests as release, Burnout syndromeor Skinny. It’s not just about whether AI works effectively. It’s about how much change an individual can absorb before he emotionally shuts down.

What is missing in the conversation?

An important insight from existing research is that the AI discussion focuses primarily on technical outcomes.Productivity,task performance, and error reduction. However, deeper exploration of emotional and psychological influences is essential.

What does it mean? motivation When will AI receive credits for important insights? How will team dynamics change if some members rely on AI? How can you support individuals whose sense of ability is quietly compromised?

These human-centered questions often remain unaddressed in AI implementation discussions and highlight the need for leadership Organizational psychology focuses on these dimensions.

Progress: Emotional Intelligence Meets Artificial Intelligence

So, what can the organization do?

• Acknowledge the emotional reality of AI integration. This includes not only providing technical training, but also creating space for reflection, open dialogue, and even ventilation.
• Involving employees on AI journeys. When individuals say things about how AI is used and how their roles evolve along it, they are more likely to be positively involved.
• Support development leaders Emotional intelligence. Leaders should be adjusted to early signs of withdrawal or tension, and AI should frame AI as a partner that relies on human judgment. ethicsand not as a replacement, but creativity.

Final Thoughts

AI is more than just a machine in the corner. It’s becoming essential to us decision makingcollaboration, and creativity. This evolution makes it more than a technical tool. It becomes an emotional presence in our daily lives. You don’t need to be afraid of AI, but you need to navigate your emotional response. Understanding how AI affects our inner world can be a lack of part in ensuring it works effectively in the outer world.