This study examines how the use of artificial intelligence (AI) by healthcare professionals affects their work well-being through the satisfaction of basic psychological needs, framed within Self-Determination Theory. Data from 280 healthcare professionals across various departments in Chinese hospitals were collected, and the hierarchical regression and regression were analyzed to assess the relationship between the use of AI, psychological needs satisfaction (autonomy, competence, and relatedness), and their work well-being. The results reveal that the use of AI enhances work well-being indirectly by increasing the satisfaction of these psychological needs. Additionally, job complexity serves as a boundary condition that moderates the relationship between the use of AI and work well-being. Specifically, job complexity weakens the relationship between the use of AI and the satisfaction of autonomy and competence, while having no significant effect on the relationship between the use of AI and the satisfaction of relatedness. These findings suggest that the impact of the use of AI on healthcare professionals’ well-being is contingent on job complexity. This study highlights that promoting healthcare professionals’ well-being at work in the context of AI adoption requires not only technological implementation but also ongoing adaptation to meet their evolving psychological needs. These insights provide a theoretical foundation and practical guidance for integrating AI into healthcare to support the well-being of healthcare professionals.

The sudden COVID-19 crisis disrupted people’s pace of life. Meanwhile, telework has gradually attracted public attention and become a regular mechanism for organizations. In this context, self-regulation theory was utilized to explore the impact of telework intensity on work engagement. Data were collected from 304 employees across three time points, and the results supported a curvilinear relationship between telework intensity and work engagement. Specifically, it was discovered that employees exhibited the highest levels of work engagement at moderate levels of telework intensity. Additionally, based on the strength model of self-control, the research identified self-control as playing a mediating role between telework intensity and work engagement. Finally, the study revealed that the duration of physical exercise moderated the relationship between telework intensity and self-control. Long-term physical exercise was found to prolong and enhance the positive effects of telework intensity on self-control, thereby boosting employee work engagement. This study provided unique and valuable insights into maintaining employee engagement in telework.