Artificial Intelligence (AI) and its Role in Enhancing the Well-Being of Employees in the Public Sector: A Systematic Review

Abstract

Artificial intelligence (AI) is increasingly transforming the public sector, offering opportunities to enhance employees by streamlining processes, reducing workload, and fostering a supportive work environment. AI-powered tools handle rapid administrative tasks like data entry, document processing, and report generation. This reduces workload and frees up time for public sector employees to focus on meaningful, citizen-facing tasks. It has benefits for well-being, such as lower task monotony, decreased burnout, and increased satisfaction. AI analytics provide data-driven insights for tasks like resource allocation, case management, and policy planning. Tools like predictive analytics help employees prioritize high-impact tasks. By reducing decision fatigue and uncertainty, AI empowers employees to work more confidently and efficiently, lowering stress levels. AI-driven platforms offer tailored wellbeing support, such as mental health chatbots, personalised training programs, or workload management tools. These systems can detect signs of stress and recommend interventions. Thus, employees feel supported, leading to improved mental health and engagement. Flexible AI-supported remote work tools also enhance work-life balance.
Powered learning platforms deliver customized training modules, helping employees upskill in areas like digital literacy or policy analysis. Virtual reality (VR) and AI simulation provide hands-on training for high-pressure roles. Consequently, skill development boosts confidence and career satisfaction, reducing anxiety about job obsolescence. Engaging training formats also increase motivation.
In contrast to all these benefits, AI automation may create anxiety about job security, particularly in roles with repetitive tasks. Transparent communication and reskilling programs are essential to mitigate this. Excessive dependency on role employee autonomy leads to disengagement. Human oversight and balanced implementation are critical.
The present paper focuses on all these issues in the light of recent studies in detail.