This study examines perceived artificial intelligence adoption as a technological job resource within the Job Demands–Resources framework and investigates whether its association with self-reported job performance is contingent on Big Five personality traits in luxury-positioned tourism and hospitality organizations. The study foregrounds a person–technology fit mechanism rather than addressing broader employee wellbeing, psychological empowerment or sustainability outcomes.
A quantitative survey was conducted with 178 professionals employed in self-reported luxury-positioned tourism and hospitality organizations, including five-star hotels, luxury resorts, boutique luxury accommodation and high-end travel services. The sample was composed primarily of respondents from Europe and the Americas, with limited representation from Asia. Hierarchical regression models with interaction terms and bootstrap procedures were used to test the moderating role of Big Five personality traits.
Perceived AI adoption was positively associated with self-reported job performance, but this association varied across employees. Openness to experience and neuroticism showed robust positive moderating effects. Conscientiousness showed a weaker and less stable moderating effect, whereas extraversion and agreeableness did not significantly moderate the relationship.
This study offers a focused and incremental contribution by examining how Big Five personality traits condition the association between perceived AI adoption and self-reported job performance in luxury-positioned tourism and hospitality organizations. Rather than proposing a major theoretical shift in the JD-R framework or presenting AI as a novel category of job resource, the study builds on existing JD-R research on digital technologies as work resources and demands. Its added value lies in identifying personality-based boundary conditions of the perceived AI adoption–performance association through a person–technology fit perspective.
