Job well robotized! – Maintaining task diversity and well-being in managing technological changes

Turja, Tuuli; Särkikoski, Tuomo; Koistinen, Pertti; Krutova, Oxana; Melin, Harri

doi:10.1016/j.emj.2022.08.002

Cited by 10 publications

(3 citation statements)

References 58 publications

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“…While digitizing white-collar work has always had the implication of multifaceted motivations to both increase the efficiency and improve employees' well-being, industrial manufacturing has been more straightforward in its cost-efficient logic of rationalizing and fragmenting tasks and processes (Appelbaum 1990). Digitalization may reorganize work in such a way that people end up in monotonous jobs, such as monitoring a robot (Turja et al 2022). Digitalization can cause negative stress by decreasing the quantitative workload by adding the amount of idle time at work, or decreasing the qualitative workload in the form of underchallenging tasks.…”

Section: Perceived Workload and Job Satisfaction After Digitalizationmentioning

confidence: 99%

“…Especially in service and knowledge work, digitizing repetitive routine work aims, and often succeeds in supporting worker well-being (Wallin et al 2020;Wilkesmann & Wilkesmann 2018). However, robotizing production in a way that makes employees spend most of their working time operating machines has been shown to decrease job satisfaction (Turja et al 2022). The latter example underlines the risk underlying situations where repetitive tasks and excessive use of technologies co-exist.…”

Section: Determinants Of Technological Well-beingmentioning

confidence: 99%

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Traces of Technological Well-being: Digi-uplifters and Digi-downshifters

Turja

Hakanen

Krutova

et al. 2023

NJWLS

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Digitalization adds demands to contend with technological developments for both employees and organizations. At the same time, technological changes transform work to become more intensive and hectic. This study examined determinants of technological well-being after digitized work. Technological well-being was operationalized as Digi-downshifting where decreased workload associates with job satisfaction and as Digi-uplifting where increased workload associates with job satisfaction. A subsample (N = 3321) of workers at digitalized workplaces from the Finnish Quality of Work Life Survey was used in mean comparisons and binary logistic regression analysis. Digi-uplifters emerged as the most predominant profile among categories of technological well-being and ill-being. Extensive working time with technologies and employees’ influencing opportunities at the workplace stood out as the most consistent determinants of technological well-being. Thus, Nordic countries with skilled, technologically oriented workforce and democratic working cultures have particular promise in fostering Digi-uplifting and Digidownshifting at work.

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Section: Perceived Workload and Job Satisfaction After Digitalizationmentioning

confidence: 99%

Section: Determinants Of Technological Well-beingmentioning

confidence: 99%

Traces of Technological Well-being: Digi-uplifters and Digi-downshifters

Turja

Hakanen

Krutova

et al. 2023

NJWLS

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“…Due to the pressure to become more efficient in an increasingly changing and highly digital environment, unionized organizations are implementing more than ever a large number of technological changes into the workplace (Brougham & Haar, 2018; Ouedraogo & Ouakouak, 2020). Over the past few years, the pace of technological progress has increased considerably, and advances in robotization have disrupted the traditional modes of organizing significantly (Turja et al, 2022). According to the Organization for Economic Co‐operation and Development (OECD, 2019), 14% of workers will see their jobs become automated and 33% of workers will see the content of their jobs profoundly transformed.…”

Section: Introductionmentioning

confidence: 99%

Technological changes in the era of digitalization: What do collective agreements tell us?

Montreuil

Foucher

2022

Industrial Relations Journal

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Unionized organizations are implementing more than ever technological changes to cope with an increasingly changing and highly digital environment. Despite the extensive literature on union responses to changes, there is not much evidence on how unions and employers draft provisions pertaining to technological changes in collective agreements. Therefore, this paper aims to conduct an in‐depth analysis of these provisions in over 500 collective agreements signed between 2000 and 2020. Specifically, this study focuses on office workers in two of the most important Canadian industries, namely, the healthcare and manufacturing sectors. The findings indicate that within the examined provisions, the regulation of technological change varies along a continuum that extends from no obligations to stringent obligations on the part of the employer. Moreover, the results show that these provisions have remained stable over the past two decades.

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