LEADERSHIP AND ANXIETY ABOUT AI
This research paper is conducted to investigate the psychological mechanisms between employees and Artificial Intelligence (AI). I analyzed the interdependence between AI anxiety, job insecurity and perceived organizational support. The main objective is to evaluate the way in which the fast evolution of technology affects the professional stability of the employees. The methodology that I used is quantitative, the data collection performed through an online questionnaire. The sample consists of 66 participants from various domains, including medicine, administration etc. Validated scales for AI anxiety, learning anxiety, quantitative and qualitative insecurity and the perceived organizational support are used to measure the answers. The data processing was performed by applying non-parametric correlation tests and Mann-Whitney U test for determination of the differences between masculine and feminine genders. It is confirmed the existence of qualitative insecurity (fear of task degradation or loss of the importation of the role) is felt more than the fear of a direct dismissal. Also, there are recorded significant differences between women and the man regarding the process of learning to use the artificial intelligence. Women are more reticent and they accept with difficulty the change, while men are open to new technologies. Finally, the perceived organizational support is generally considered a factor that lowers the development level of anxiety, but according to the analysis, it is not enough, it is necessary to apply inclusive strategies.