This study investigates the determinants of employees’ intention to stay in Thailand’s technology industry under remote work arrangements, using the technology–organisation–environment (TOE) framework as a contextual organising framework and drawing on social exchange and job demands–resources reasoning to explain employee-level attitudinal responses. Drawing on survey data from 650 professionals, the study tests a model linking technological, organisational, and environmental conditions to intention to stay through organisational commitment and job satisfaction. The results indicate that favourable technological characteristics, organisational support, communication processes, and government regulatory support strengthen organisational commitment, whereas technological complexity and home environment interference weaken it. Organisational commitment positively influences job satisfaction, which in turn enhances intention to stay. Additional robustness analyses comparing competing structural specifications indicate that the proposed indirect pathway is substantively stable, although a direct organisational commitment–intention-to-stay relationship cannot be ruled out. The study therefore positions TOE as a contextual taxonomy whose employee-level effects operate primarily through attitudinal mechanisms rather than claiming that TOE alone constitutes an individual-level behavioural theory.

This study investigates how Thai cultural norms shape employee perceptions of human-in-the-loop (HITL) AI systems in performance appraisal and compensation decisions. Drawing on procedural justice and culturally grounded views of fairness, the study examines the roles of Kreng-Jai and seniority orientation in influencing procedural justice, system acceptance, and trust in AI-enabled HRM. Hypotheses were tested using PLS-SEM and multi-group analysis based on a vignette-based experimental survey of 387 white-collar employees and middle managers from large Thai firms in banking, telecommunications, and FMCG. The results indicate that perceived AI autonomy is positively related to perceived procedural justice, and perceived procedural justice is positively associated with system acceptance and trust. However, Kreng-Jai weakens the relationship between AI autonomy and procedural justice, while seniority orientation reduces the positive effects of procedural justice on acceptance and trust. Multi-group analysis further reveals stronger positive relationships in the AI-aligned condition than in the AI-override condition, with Kreng-Jai exerting a stronger negative moderating effect when AI recommendations are overridden. The study identifies Thai cultural norms as boundary conditions that shape perceptions of procedural justice, system acceptance, and trust in AI-enabled HRM.