Drawing upon person–environment fit theory and the importance of employees' career sustainability in Artificial Intelligence (AI) integration within organizations, we propose a moderated mediation model to test how and when AI trust is linked to employees' career sustainability. This mechanism posits employee–AI collaboration as a mediator and employees' protean career orientation as a moderator. Two studies were conducted to test the hypothesized model. In Study 1, a 5-item measure was developed to evaluate employee–AI collaboration and tested with a sample of employees working with AI technology. In Study 2, multisource and two-wave data were collected to analyze 447 employee–supervisor dyads. The results indicated that AI trust was positively related to employee-rated well-being and supervisor-rated employee productivity via employee–AI collaboration. In addition, the relationship between AI trust and employee–AI collaboration was stronger for employees with high protean career orientation. We concluded with a discussion of the theoretical contributions and practical implications.

借鉴人与环境的契合理论以及员工职业可持续性在组织内人工智能（AI）集成中的重要性，我们提出了一个有调节的中介模型来测试人工智能信任如何以及何时与员工的职业可持续性相关联。该机制将员工与人工智能的协作视为中介，将员工千变万化的职业导向视为中介。进行了两项研究来测试假设的模型。在研究 1 中，开发了一项包含 5 项的衡量标准来评估员工与人工智能的协作，并使用使用人工智能技术的员工样本进行了测试。在研究 2 中，收集了多源和两波数据来分析 447 名员工-主管二人组。结果表明，通过员工与人工智能的协作，人工智能信任与员工评价的幸福感和主管评价的员工生产力呈正相关。此外，对于职业取向多变的员工来说，人工智能信任与员工与人工智能协作之间的关系更为牢固。我们最后讨论了理论贡献和实际意义。