One of the most significant technological developments of our days, influencing and affecting the way organizations work, Artificial Intelligence (AI) is transforming the way organizations are operated and managed. Human Resource Management (HRM) has been shifted from a traditional administrative function to a strategic organizational mechanism. On today’s fast changing and competitive business environment, organizations increasingly rely on advanced technological systems to improve efficiency, productivity and sustainability.

This study investigates the relationship between AI-Augmented HRM practices and Organizational Performance and examines the association of Digital Culture, Job Performance and Quality of Work Life. It follows a quantitative research approach. Data were collected through an online questionnaire, designed to measure the variables of the research model: Digital Culture, AI-Augmented HRM practices, Quality of Work Life, employees’ Job Performance and Organizational Performance. The collected data were analyzed using SPSS, including descriptive statistics, reliability analysis and Pearson correlation analysis to examine the relationships between the variables.

The sample consists of 112 employees working in organizations across various countries, sectors, and industries, all of whom have experience with digital HRM tools and AI-related technologies. The data were collected using a convenience sampling technique. The participants represent diverse age groups, professional levels, and organizational contexts, enhancing the variability of the dataset.

The findings indicate that Digital Culture is positively associated with AI-Augmented HRM practices, suggesting that organizations with higher levels of digital readiness are more likely to adopt and implement AI-based HRM solutions effectively. Furthermore, AI-Augmented HRM practices are positively related to Quality of Work Life; however, no statistically significant relationship was found between AI-Augmented HRM practices and Job Performance.

In addition, both Job Performance and Quality of Work Life are positively associated with Organizational Performance, with Quality of Work Life demonstrating the strongest relationship. These results highlight that AI-Augmented HRM contributes to Organizational Performance primarily through indirect pathways, particularly by improving employees’ working conditions and well-being.

Finally, the study emphasizes the importance of maintaining a balance between technological advancement and human-centered HRM practices. From a managerial perspective, organizations should focus on strengthening Digital Culture, enhancing employees’ Quality of Work Life, and effectively integrating AI-Augmented HRM systems in order to achieve improved organizational outcomes.