Published Paper Details:

Artificial Intelligence (AI) is rapidly transforming the nature of work and human resource (HR) practices, leading to new trends in organizational structures and work processes. Today, AI is widely used in recruitment, performance evaluation, training, employee monitoring, and workforce management. The paper analyzes the impact of artificial intelligence on work patterns and human resource practices from psychological and sociological perspectives. This study adopts a descriptive and analytical research method based on primary and secondary sources. (such as research articles, books, reports, and reliable digital resources). From a psychological perspective, the study examines employees' work motivation, mental stress, job security perceptions, and adaptability to technological change. From a sociological perspective, it analyzes changes in workplace relationships, power structures, skill requirements, and emerging forms of inequality influenced by AI-driven HR systems. The findings reveal that AI-based HR practices improve efficiency, transparency, and decision-making accuracy. However, they also increase employees' concerns related to job insecurity, work pressure, and reduced sense of control. Sociologically, AI is redefining workplace supervision, skill-based divisions, and authority relations, which may intensify social inequality if not managed carefully. The study concludes that the adoption of AI in human resource management must follow a human-centered, ethical, and inclusive approach to ensure employee well-being, social balance, and sustainable development in the changing world of work.