In this presentation we plan to discuss the impact of automation on workers emotions and work ethic. As new technology is evolving, the automation of jobs has become more beneficial and profitable than ever.
OB related
Van Looy, A. (2020, September). Adding Intelligent Robots to Business Processes: A Dilemma Analysis of Employees’ Attitudes. In International Conference on Business Process Management (pp. 435-452). Springer, Cham. https://link.springer.com/chapter/10.1007/978-3-030-58666-9_25
The use of robots in business processes is one of the areas that organizations are increasingly paying attention to. However, they are still important to the human side of the robot to help staff work better with skills and improve their skills. When using robots, staff can easily control repetitive tasks to complete it. Employees still want and need to communicate about the mission to create more solutions and interactivity. Many tasks have been done by robots, but staff are still responsible for the support and control system. With advances in technology, they can innovate techniques, using robots to analyze data.
Langer, M., König, C. J., & Busch, V. (2020). Changing the means of managerial work: Effects of automated decision support systems on personnel selection tasks. Journal of Business and Psychology. https://doi-org.ezproxy.library.wwu.edu/10.1007/s10869-020-09711-6
In this article it attempts to explore the experiences of managers who are now using automation software to rate performance and provide decision making support. In attempts to streamline workflows and hiring decisions by managers, automated ranking software has entered the game by delegating much of the decision making process. This study found however that when using automated decision making software, it was only positively tolerated when administered after the manager had already reviewed the decisions. This was not found to be efficient in increasing managerial workflow, but the use of decision making software before managerial review was. This did come as a cost to worker satisfaction as managers that were forced to use this automated decision making found their jobs as more monotonous and redundant compared to managers who used automation to refine their decision making.
Fidler, D. (2015). Here’s How Managers Can Be Replaced by Software. Harvard Business Review Digital Articles, 2–5.http://web.b.ebscohost.com.ezproxy.library.wwu.edu/ehost/pdfviewer/pdfviewer?vid=17&sid=ddf95dbc-4b40-49da-aee7-f496cee01c06%40pdc-v-sessmgr02
Employees have always been the talking point when the subject of automation rises, though this article explains that managers are just as easily replaceable. The software iCEO is a virtual management software that breaks down assignments and gives micro-tasks to workers. This software is able to maximize work projects and manage assignments better than a normal manager could. It is said that iCEO is the first of many digital systems that will become a greater disruption to jobs than most people realize. Senior executives have become fearful of their jobs slowly automating out of existence.
Non-OB
Rathore, K., Qaiser, A., Ali, K., & Sherazi, F. S. (2019). Impact of office automation on employee amotivation: The case of punjab civil secretariat. Paradigms, 13(2), 144-150. doi:https://search.proquest.com/docview/2436132080?pq-origsite=gscholar&fromopenview=true
The purpose of this study is to investigate the impact of office automation systems on employee amotivation through technostress. The results showed that office automation has a significant influence on technostress which further leads to amotivation in employees. Past research shows that the implementations of office automation systems are intended to influence employee motivation and organizational performance. An efficiently designed and implemented system of office automation may not be successful due to nonacceptance by the employees which means the effectiveness of the office automation system is being questioned as new technologically-oriented roles impose an additional burden.
Braganza, A., Chen, W., Canhoto, A., & Sap, S. (2021). Gigification, job engagement and satisfaction: the moderating role of AI enabled system automation in operations management. Production Planning & Control, 1-14. https://www.tandfonline.com/doi/full/10.1080/09537287.2021.1882692?casa_token=yUHmuOKhXPYAAAAA%3AN4TKqmplcmJMwmV6w8DtV3iCZt4yDj05kB6rjJAMnf2zPSd8XSpa83GCi2EcboPENmD5QueT0_cCZg
This article talks about the impact that Artificial Intelligence System Automation (AI-SA has on existing jobs. The research in the article is mainly on the jobs that remain after AI-SA is implemented. They focus on three effects, no effect, eliminate whole jobs, or eliminate parts of a job which were automated. They then use that to look at system automation, job engagement and job satisfaction, these findings coming from 232 surveys.
Peter Palludan, Colton Jovag, Dylan Singh, Miles Gilchrist, Anh Nguyen