Contemporary Issues and Performance Improvement of Mature Workers in Industry 4.0

Chuang, Szufang; Graham, Carroll M.

doi:10.1002/pfi.21921

Cited by 6 publications

(2 citation statements)

References 25 publications

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“…There is no guarantee that the productivity effect is greater than the displacement effect; some automation technologies can reduce labor demand even as they raise productivity. 5 Hence, contrary to a common presumption in popular debates, it is not the "brilliant" automation technologies that threaten employment and wages, but "so-so technologies" that generate small productivity improvements. This is because the positive productivity effect of so-so technologies is not sufficient to offset the decline in labor demand due to displacement.…”

Section: Technology and Labor Demandmentioning

confidence: 96%

Automation and New Tasks: How Technology Displaces and Reinstates Labor

Acemoglu

Restrepo

2019

Journal of Economic Perspectives

1,095

350

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We present a framework for understanding the effects of automation and other types of technological changes on labor demand, and use it to interpret changes in US employment over the recent past. At the center of our framework is the allocation of tasks to capital and labor—the task content of production. Automation, which enables capital to replace labor in tasks it was previously engaged in, shifts the task content of production against labor because of a displacement effect. As a result, automation always reduces the labor share in value added and may reduce labor demand even as it raises productivity. The effects of automation are counterbalanced by the creation of new tasks in which labor has a comparative advantage. The introduction of new tasks changes the task content of production in favor of labor because of a reinstatement effect, and always raises the labor share and labor demand. We show how the role of changes in the task content of production—due to automation and new tasks—can be inferred from industry-level data. Our empirical decomposition suggests that the slower growth of employment over the last three decades is accounted for by an acceleration in the displacement effect, especially in manufacturing, a weaker reinstatement effect, and slower growth of productivity than in previous decades.

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Section: Technology and Labor Demandmentioning

confidence: 96%

Automation and New Tasks: How Technology Displaces and Reinstates Labor

Acemoglu

Restrepo

2019

Journal of Economic Perspectives

1,095

350

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show abstract

“…Against the background of demographic and economic changes, employers are facing the necessity to maintain their employees’ physical, mental and psychological health, competence and performance which in turn are crucial for the companies’ success (Chuang and Graham 2020 ). Due to rapidly changing working environments, furthering personal development has become most important (Arnold et al 2018 ).…”

Section: Introductionmentioning

confidence: 99%

Evaluation of a multi-component training programme for employees aged 50+

et al. 2022

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Lifelong learning offers an opportunity for mature employees to stay adept in the light of changing demands, to promote health and counteract physical and cognitive decline. This intervention study evaluates the effects of a multi-component training programme for employees aged 50+ , focussing on competence expectations, stress management, cognitive, metacognitive and psychomotoric training. Effects were evaluated in a longitudinal control group design with follow-up after six months (24 training groups, n = 247, participants per group: M = 13.04, SD = 2.44; control group, n = 199). To control for experimenter effects the same programme was administered to 6 additional groups by trained instructors (n = 54, participants per group: M = 11.83, SD = 3.37). To validate effects of the multi-component training 12 supplementary groups were included, with 4 groups each focusing on either the competence (n = 49, participants per group: M = 15.00, SD = 0.00) or cognitive (n = 43, participants per group: M = 14.25, SD = 1.50) or stress management components (n = 41, participants per group: M = 14.50, SD = 0.58). Data of 633 adults (mean age: M = 55.03, SD = 3.71 years) were analysed. Participants reported high acceptance of the programme. The multi-component training programme was effective regarding improvements in subjective health, self-concept of professional competence, self-efficacy, coping with stress and cognitive abilities with long-term effects for the latter four. Trainings administered by trained instructors had similar effects to those administered by the programme’s designers. The single-component trainings led to specific effects in the focused areas, overall comparable to those of the multi-component training. Unexpectedly, cognitive effects were obtained by all single-component trainings. Subjective health and self-efficacy were only promoted by the multi-component training, indicating broader effects. The results are discussed with respect to strengths and limitations of the study, possible mechanisms underlying the effects, suggestions for further research as well as for the training’s implementation in business practice.

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Leadership for successful digitalization: A literature review on companies’ internal and external aspects of digitalization

Tagscherer

Carbon

2023

Sustainable Technology and Entrepreneurship

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Contemporary Issues and Performance Improvement of Mature Workers in Industry 4.0

Cited by 6 publications

References 25 publications

Automation and New Tasks: How Technology Displaces and Reinstates Labor

Automation and New Tasks: How Technology Displaces and Reinstates Labor

Evaluation of a multi-component training programme for employees aged 50+

Leadership for successful digitalization: A literature review on companies’ internal and external aspects of digitalization

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