The impact of technological change on employment: The case of press digitisation

Aubert-Tarby, Clémence; Escobar, Octavio; Rayna, Thierry

doi:10.1016/j.techfore.2017.10.015

Cited by 40 publications

(16 citation statements)

References 50 publications

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“…Related studies analyze changes in the casualization of work and work contracts that are caused by the process of digitalization (e.g. Aubert-Tarby et al, 2018) or provide in-depth analyses of a single technology, e.g. 3D-printing (Rayna et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Is this time different? How digitalization influences job creation and destruction

2019

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With the process of digitalization now in full swing, many are wondering how the adoption of new technologies influences job creation and destruction. Much hinges upon the specific tasks that machines take on and how many new tasks are created through the adoption of new digital technologies. Some argue that most tasks that are at risk of automation are those performed by rather low-to medium-skilled employees, while most new tasks that emerge from the adoption of digital technologies complement high-skilled labor. We present evidence derived from representative survey data from Switzerland that is consistent with this view. Specifically, we find that increased investment in digitalization is associated with increased employment of high-skilled workers and reduced employment of low-skilled workers, with a slightly positive net effect. The main effects are almost entirely driven by firms that employ machine-based digital technologies, e.g. robots, 3D printing or the Internet of Things. We do not find any significant employment effects when non-machine-based digital technologies are considered, e.g. ERP, e-commerce or cooperation support systems. impact on jobs seems to be positive (Mastrostefano and Pianta, 2009; Kogan et al., 2017). 1 The crucial, yet unanswered, question is whether this time is different. One way to think about potential job creation and destruction conceptually is to differentiate between tasks that are regularly performed by human beings but could be performed equally well or more efficiently by machines, versus tasks that cannot be substituted by machine work, or new complementary tasks that are created because of machine adoption. Many politicians and employees feel challenged by the ongoing digital revolution because the new technologies behind it often seem to be direct substitutes for tasks that are regularly performed by human beings. Some technologies enable far-reaching changes of established production lines, e.g. through intelligent platform designs that render intermediaries obsolete or shift of tasks from employees to customers. Also, unlike many other technological developments of the past, digitalization is a general-purpose technology, i.e. it can be adopted across a wide range of industries, including the service sector (Brynjolfsson and McAfee, 2016). In a frequently cited study on tasks that are susceptible to automation through digital technologies,

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Section: Introductionmentioning

confidence: 99%

Is this time different? How digitalization influences job creation and destruction

2019

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“…Among those studies that support the reinstatement effect, twenty-three look at the impact of ICT (Atasoy, 2013;Aubert-Tarby et al, 2018;Autor, 2015;Autor and Dorn, 2013;Autor et al, 2015;Autor et al, 2003;Baddeley, 2008;Balsmeier and Woerter, 2019;Behaghel and Moschion, 2016;Berman et al, 1994;Blanas et al, 2019;Fossen and Sorgner, 2021;Fung, 2006;Gaggl and Wright, 2017;Gallipoli and Makridis, 2018;Ivus and Boland, 2015;Jerbashian, 2019;Kaiser, 2001;Kristal, 2013;Luker and Lyons, 1997;Maurin and Thesmar, 2004;Morrison, 1997;Morrison and Siegel, 2001).…”

Section: Studies Supporting the Reinstatement Effectmentioning

confidence: 99%

Technology and jobs: A systematic literature review

Hötte¹,

Somers²,

Theodorakopoulos³

2022

Preprint

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Does technological change destroy or create jobs? New technologies may replace human workers, but can simultaneously create jobs if workers are needed to use these technologies or if new economic activities emerge. Furthermore, technology-driven productivity growth may increase disposable income, stimulating a demand-induced expansion of employment. To synthesize the existing knowledge on this question, we systematically review the empirical literature on the past four decades of technological change and its impact on employment, distinguishing between five broad technology categories (ICT, Robots, Innovation, TFP-style, Other). Overall, we find across studies that the labor-displacing effect of technology appears to be more than offset by compensating mechanisms that create or reinstate labor. This holds for most types of technology, suggesting that previous anxieties over widespread technology-driven unemployment lack an empirical base, at least so far. Nevertheless, low-skill, production, and manufacturing workers have been adversely affected by technological change, and effective up-and reskilling strategies should remain at the forefront of policy making along with targeted social support systems.

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“…When the cultural values align with a project's structure, goals, management system, the technology, it becomes an important factor in achieving organizational goals (Ryan, 2005). New technology‐based platforms are shown to have a big impact on the labor market and employment (Aubert‐Tarby et al, 2018; Dengler & Matthes, 2018). Data collected from these digital platforms are used for forecasting the future of employment (Frey & Osborne, 2017), expected job sustainability, and perceived job insecurity (Nam, 2019), future unemployment rate (Mihaela, 2020; Naccarato et al, 2018; Vicente et al, 2015).…”

Section: Technology Platforms For Providing Insights About Organizati...mentioning

confidence: 99%

Using employee‐generated content from digital platforms to understand the luxury culture

Castillo¹,

Bryson

Divakaran

et al. 2022

Strategic Change

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As perceived by company employees, luxury culture is best understood by collecting and analyzing anonymous genuine current or past employee-generated comments (EGCs) about their experience of specific work culture, without fear of retaliation by using digital platforms. This paper focuses on luxury culture, including organizational culture, founder culture, and country-of-origin culture. It examines the employeeperception of organizational culture in the case of L'Oréal, a luxury cosmetics company, by analyzing EGCs collected from a digital platform. This study demonstrates that sentiment analysis methodology is a valuable technique in understanding how employees' perceptions of luxury companies' cultures and significantly that changes happening in luxury brands' dynamic organizational cultures may well be known relatively early by analyzing the EGCs. This study adds a new factor to the luxury organizational culture called "digital culture," in addition to the previously identified cultural determinants, including collective, emotional, historical, symbolic, dynamic, and diffuse dimensions.

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The impact of technological change on employment: The case of press digitisation

Cited by 40 publications

References 50 publications

Is this time different? How digitalization influences job creation and destruction

Is this time different? How digitalization influences job creation and destruction

Technology and jobs: A systematic literature review

Using employee‐generated content from digital platforms to understand the luxury culture

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