The increasing integration of artificial intelligence (AI) into organisational management continues to present possibilities to improve operational efficiency. Nevertheless, any improvement in operational efficiency needs to acknowledge the impact upon the engagement and well-being of employees. This conceptual paper discussed emotional disengagement associated with an AI approach to organisational management, an area which continues to be substantially under researched. This conceptual paper highlights the need to retain human-centred values within the element of digital transformation, to ensure technology adoption achieves organisational outcomes and maintains motivation of the employee. Using Self-Determination Theory (SDT) and Socio-Technical Systems Theory, this paper produces a unidirectional conceptual framework in which emotional disengagement occupies a key link between implementation of AI and organisational performance. This theoretical synthesis responds to a significant gap, that of the socio-emotional effects of AI-based management in organisational contexts, especially within post COVID-19 workplaces where hybrid and remote working has facilitated an increased reliance on algorithmic systems. The expected main contribution from this study includes, it offers a human-centric, context-sensitive perspective on AI adoption and its implications for management innovation. Besides, it proposed a simple yet flexible framework for empirical research across industries and cultural contexts. It also offers practical contributions for managers, policymakers, and AI developers as they develop AI-based systems that increase efficiency, allowing employee autonomy, trust, and well-being. In consideration to align technological advances with least SDG8 (Decent Work and Economic Growth), this paper exemplifies the necessity of integrating human values into AI-based organisational management for sustainable organisational performance.
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