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The study aims to investigate the adoption of generative AI and well-being-oriented Human Resource Management (HRM) practices to address the issues of social isolation and quiet quitting through the lens of social determination theory. The data were collected from 400 employees employed in the construction industry at two distinct points in time via online surveys across India. The analysis is performed through PLS-SEM 4.0 SEM to investigate the structural relationship of the conceptual model proposed in the study. The results found that the adoption of generative AI mediates the link between well-being-oriented Human Resource Management (HRM) practices and social isolation and quiet quitting. The research findings will enrich the literature as it provides a way for HR leaders to leverage generative AI to ensure employee connectivity and engagement. It enhances theoretical understanding of the interplay between technology usage, employee well-being, and workplace dynamics, extending self-determination theory’s applicability to HRM and AI adoption.

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Leveraging Generative AI and Well-Being Oriented HRM to Address Social Isolation and Quiet Quitting in the Workplace

  • 章节

  • 发表日期：

    2025年

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  • Muskan Khan,
  • Arpana Kumari,
  • Vineet Sengar,
  • Zakir Hossen Shaikh,
  • Neetu Rani

摘要

The study aims to investigate the adoption of generative AI and well-being-oriented Human Resource Management (HRM) practices to address the issues of social isolation and quiet quitting through the lens of social determination theory. The data were collected from 400 employees employed in the construction industry at two distinct points in time via online surveys across India. The analysis is performed through PLS-SEM 4.0 SEM to investigate the structural relationship of the conceptual model proposed in the study. The results found that the adoption of generative AI mediates the link between well-being-oriented Human Resource Management (HRM) practices and social isolation and quiet quitting. The research findings will enrich the literature as it provides a way for HR leaders to leverage generative AI to ensure employee connectivity and engagement. It enhances theoretical understanding of the interplay between technology usage, employee well-being, and workplace dynamics, extending self-determination theory’s applicability to HRM and AI adoption.