Organizational commitment not only serves as a key indicator of employees’ innovation performance but also predicts their workplace behaviors. While the negative impact of AI shocks on organizational commitment is evident, the specific mechanisms and boundary conditions of this effect remain unclear. To elucidate the impact mechanism of AI shocks on the organizational commitment of employees, this study focuses on the uncertain work environment induced by AI applications. Grounded in the “environmental perception–emotion–attitude” research framework and drawing upon the Job Demands-Resources (JD-R) model and social exchange theory, we construct a moderated mediation model. A two-wave survey of 337 questionnaire samples was conducted, and hierarchical regression analysis along with the bootstrap method was employed to explore the underlying mechanisms. The results reveal that AI shocks negatively affect employees’ organizational commitment, including continuance commitment, normative commitment, and affective commitment. Job insecurity mediates the relationship between AI shocks and these three forms of commitment. Furthermore, organizational support mitigates the positive impact of AI shocks on job insecurity and weakens the mediating role of job insecurity in the relationship between AI shocks and organizational commitment. These findings suggest that organizations should pay close attention to employees’ negative environmental perceptions arising from AI and its applications, mitigate job insecurity caused by concerns over job displacement and reduced work resources, and enhance organizational commitment by increasing AI-related training and support for employees.