The conversation regarding the role of individual needs in the workplace has long been elaborated in academic literature. The focal article by Kaplan et al. (Reference Kaplan, Aitken, Allan, Alliger, Ballard and Zacher2025) suggests that the influence of these needs extends itself to more than just fulfillment in the workplace. Although we believe that the focal article suggests several plausible explanations for the retention of a 40-hour workweek, they did not discuss one major piece of our modern society: advancements in artificial intelligence (AI). In particular, the focal article did not explore how these entities could be contributing to our stagnation in a 40-hour workweek. Although there are benefits of AI, it may be contributing to a negative mindset toward a shift to shorter workweeks or flexible work schedules (Keynes, Reference Keynes1930). We will emphasize in our commentary how the inclusion of AI in the workplace may threaten job security and lessen workers’ connections to their current roles or vocation. Feeling embedded in a vocation typically prevents individuals from leaving their positions as they “define their needs upward,” propelling them toward security in the needs-achievement cycle (Williams et al., Reference Williams, Burch and Mitchell2014). The extent to which an individual feels satisfied with their workplace contributions relies on the amount of effort supplied to reach the end goal. Suppose Keynes’ initial assumption that society would collectively move past a 40-hour workweek: How might the implications of less time at work affect feelings of perceived productivity? Although AI might be able to increase productivity in terms of task completion output in certain professions (Marimon et al., Reference Marimon, Mas-Machuca and Akhmedova2024), at the personal level, workers may not actually feel accomplished in their role.
The fear of a machine-driven future
Although Alliger (Reference Alliger2024) presents a thought-provoking alternative, Keynes saw technology as a liberating force that would eliminate employment. Could this future actually be a threat to us? There exists an apprehension over workers being replaced by machines. At work, we tend to liken ourselves to human computers or motors, demonstrating our mechanical aptitude and competitive edge over others (Rabinbach, Reference Rabinbach1992). Despite the focal article acknowledging technological advancements in the workplace, it did not provide an analysis specifically about both the benefits and fears that organizations face when integrating AI as a new technology.
The advancement of artificial intelligence and the correlations between well-being and identity in the modern workplace were not further explored by the focal article either. Selenko et al. (Reference Selenko, Bankins, Shoss, Warburton and Restubog2022) note that AI automates operations that were formerly performed by people in a variety of industries, including banking and health care. When computers take over their once-critical duties, workers’ professional identities are threatened, and they feel irrelevant or displaced (Selenko et al., Reference Selenko, Bankins, Shoss, Warburton and Restubog2022). AI’s replacement of labor redefines the social structure of employment. Many workers experience a reduction in status as a result of AI systems reshaping jobs and hierarchies, which devalues the talents they once depended on to receive social validation and professional respect. Employees may suffer identity erosion in such settings, believing their contributions are no longer significant or vital.
Additionally, Selenko et al. (Reference Selenko, Bankins, Shoss, Warburton and Restubog2022) measured how AI might support human labor, as Keynes wished for the future, by increasing productivity and lessening the workload of taxing or hazardous activities. AI has the potential to improve surgical precision and aid in diagnosis, freeing up healthcare workers to concentrate on more complex duties. When AI makes workers more productive in their jobs, they may feel as if they have control over their own lives and develop a greater sense of self (Selenko et al., Reference Selenko, Bankins, Shoss, Warburton and Restubog2022).
However, the potential of AI to learn and replace human activities threatens the fundamental notion of productivity. This deepens the dilemma that Alliger (Reference Alliger2024) pointed out: automation fear drives employees to compete with machines, strengthening the social pressure to work greater hours despite technology’s promise to reduce labor hours (Lee et al., Reference Lee, Burch and Mitchell2014). This significant point was not discussed in depth in the focal article, leaving many questions about the involvement of technology in the shift away from a 40-hour workweek unanswered.
Since the shock of COVID-19, there has been copious amount of research on the impact of remote, hybrid, and flex work schedules. As brought to light by Lewis et al. (Reference Lewis, Stronge, Kellam and Kikuchi2023), 4-day workweeks are capable of continuing a positive trend in revenue, further illuminated by Campbell (Reference Campbell and van Wanrooy2013) through the increase in productivity, company morale, and job satisfaction. Autonomy is of utmost importance, as demonstrated by Belgian companies offering employees the option to reduce their workweek or remain at 5 days (Jongh, Reference Jongh2023). This may not be fully applicable to all populations of working people, however, as certain blue-collar jobs may not have the flexibility when it comes to deadlines. Ensuring this choice is open to all employees remains vital to the perceptions of workplace equity (Moen & Chu, Reference Moen and Chu2024). Including AI as a resource to employees may aid in the shortening of working hours as it provides assistance to users with many of their workplace tasks (Selenko et al., Reference Selenko, Bankins, Shoss, Warburton and Restubog2022). This may, however, lead to a disconnect with workers’ perceptions of meaningful work as they may view AI as overshadowing their own contributions.
Managing the logistics of changing how and when people work
Kaplan et al. mentioned how the COVID-19 pandemic drastically shifted the way people think about a healthy work–life balance. Whether people actively look for new jobs that offer reduced work hours or negotiate with their current employers, individuals are showing a strong desire for change (Kaplan et al.). However, the focal article missed an important factor that may serve as a basis for future research: Are workers discouraged from applying to reduced-hours jobs if they see that tasks are automated by AI? How might this impact one’s working identity in their field if they discover that technology is taking over skills and tasks that they typically thought of as valuable human contributions? For example, OpenAI’s development of Sora is seen as an extreme threat to the video creation and filmmaking industry. OpenAI has not made the software available to the public or organizations yet, citing ethical concerns and the film industry’s fear that it will render many human worker positions obsolete. Despite missing these considerations, the focal article acknowledges that sustained change to the workplace would have to be enforced by policy changes so that organizations stay committed to prioritizing employee well-being (Kaplan et al.). This goes hand in hand with integrating AI, as ethical considerations are of utmost importance to ensure that humans can work side by side with AI rather than feel as if they are being pushed out by these entities.
The enduring work ethic
The evolutionary and cultural foundation that depicts humans as purposeful creators (homo faber) has a long history in the evolution of our species (Idhe & Malafouris, Reference Ihde and Malafouris2019). This could be the reason why the transition away from work has happened more slowly than Keynes had predicted because work by its very nature satisfies human demands for involvement and meaningful effort (Aitken et al., Reference Aitken, Cannon, Kaplan and Kim2023). People may continue to work full-time in the future even if the need for work becomes less necessary economically (Blustein, Reference Blustein2013).
The cultural transformation needed
A peek at this possible future may be seen in the current trial with reduced workweeks and more automation. Real transformation, nevertheless, would require society to let go of the long-term notion that more effort is equal to greater value and adopt a perspective in which both paid and unpaid labor are valued as significant contributions to individual and collective well-being (Inglehart, Reference Inglehart2008). To ensure that our need for task-directed efforts is satisfied, whether through paid employment or other kinds of productive activity, this transition may also include reframing work to be in line with our evolutionary function as purposeful producers (Idhe & Malafouris, Reference Ihde and Malafouris2019). Determining employees’ motives of identity and making the personal shift toward “working with AI” may allow AI to become a positive reinforcer (Selenko et al., Reference Selenko, Bankins, Shoss, Warburton and Restubog2022).
Reynolds (Reference Reynolds2004) highlights that there is a social conflict between the need for personal fulfillment and the necessity for economic security, which is demonstrated by the mismatch between real and ideal work hours. This begs important concerns about whether the nature of AI in the workplace in the future can address these disparities, not just by changing policy but also by radically altering our understanding of the importance of work in our lives. The extended impact of AI is yet to be seen; it may lessen an employee’s connection to their job and workplace tasks by reducing the number of hours they spend working during the week (James & Wooten, Reference James and Wooten2022). Or, AI may provide people with more time to explore activities they consider meaningful if they are not required to work as long during the week. These phenomena are of utmost importance in future research and investigations in our modern era of work.
