<p>Although organizational artificial intelligence (AI) adoption is known to have an important influence on employees, the mechanisms through which such AI adoption influences employee thriving at work are not yet well understood. Drawing on conservation of resources (COR) and attribution theories, this research develops an integrated model that investigates the benefits and detriments of organizational AI adoption on employee thriving at work. Through a pilot study (<i>N</i>_<i>1</i> = 97; <i>N</i>₂ = 153) and a primary study (<i>N =</i> 200), we examined the integrated model across three independent samples collected from full-time employees in China. The pilot study results showed that employees in the Asia-Pacific context (i.e., China) tend to make two key attributions regarding motives behind organizational AI adoption: AI-helping human and AI-replacing human attributions. The primary study results indicated that while organizational AI adoption positively influences employee thriving at work through self-efficacy, it simultaneously decreases their thriving at work through trigger anxiety. Furthermore, the findings indicated that the effects of organizational AI adoption depend on employees’ attributions on causal motivations for organizational AI adoption. Specifically, when employees make AI-helping human attribution, organizational AI adoption is more likely to be positively associated with self-efficacy, thereby increasing employee thriving at work. By contrast, when employees make AI-replacing human attribution, organizational AI adoption is more likely to be positively associated with anxiety, thus decreasing employee thriving at work. Overall, our findings provide a comprehensive understanding of the impact of AI on employee thriving at work. Finally, the theoretical and practical implications of the findings are discussed.</p>