Yesterday's workers in Tomorrow's world

Abstract

PurposeThis study sought to examine the attitudes of blue-collar workers toward job automation. The study examined the relations between job automation, fear of job loss and self-actualization.Design/methodology/approachUsing mixed methods (qualitative and quantitative analysis) with 539 participants overall, we examined employees' attitudes toward job automation through two separate studies conducted in a large public organization that employs blue-, white- and pink-collar employees. The blue-collar workers who participated consisted of waste collectors, gardeners and parking supervisors whose work is at risk of job automation.FindingsWe found that 74% of the blue-collar employees described technology as a “replacer” that simplifies and reduces human work activities, while only 3% perceived it as an “enabler” that could enrich their jobs and expand human potential. Fifty-three percent of the employees in the white-collar professions described technology as a “replacer,” and 36% perceived it as an “enabler.” Among pink-collar workers, 51% perceived technology as an “enabler,” while only 14% perceived it as a “replacer.” A positive relationship between job automation and self-actualization was evident for pink- and white-collar workers, but not for blue-collar workers.Originality/valueThis study sheds light on how employees in different types of jobs perceive technological advancements at work. A classification of the perception of technology as an “enabler” vs a “replacer” is presented. The relationships between job automation and self-actualization in different job types are explored.

Psychological Implications of AI-driven Automation for Employees – Insights from Healthcare and Financial Services in Germany

“…In the future of work debate, it is argued that it is job tasks, and not jobs as a whole, that are being automated, and that this leads to changes of jobs, occupations and work as a whole (Kaplan and Haenlein 2019;Parker and Grote 2022). In the debate, a common distinction is made between blue-, white-and pink-collar jobs, which are characterized by different job tasks and differ in terms of their susceptibility to automation (Toshav-Eichner and Bareket-Bojmel 2022). Blue-collar jobs are characterized by manual job tasks and have long been threatened by automation (especially robots), whereas so-called "pinkcollar jobs", referring to care-oriented jobs predominantly performed by women, are expected to be least likely affected by automation.…”

“…Workload may increase or decrease, the complexity of tasks may fall or rise, new competencies may be required, responsibilities may be shifted, and employees may need to deal with new tools and team constellations. All this can have psychological implications that can be either positive or negative, depending on how employees experience these changes (Lichtenthaler 2019;Toshav-Eichner and Bareket-Bojmel 2022).…”

“…Empirical evidence by Braganza et al (2021) suggests that the introduction of AI indeed results in lower work engagement and a study by Brougham and Haar (2018) found that awareness for smart technology, AI, robotics, and algorithms was negatively associated with organizational commitment and career satisfaction, as well as positively related to higher turnover intentions, cynicism, and depression. However, when technology is perceived as an enabling factor, Toshav-Eichner and Bareket-Bojmel (2022) argue that employees may also feel empowered to invest their efforts in more meaningful tasks and by that are able to realize their full potential. Similarly, Floridi et al (2018) argue that AI could liberate people and enable self-realization, leaving more time for interesting and rewarding work.…”

Terra semi-incognita, czyli o sztucznej inteligencji, robotach, automatyzacji oraz technologicznych obawach pracowników w organizacji

“…rodzaj wykonywanej pracy pod względem wykorzystywanych zasobów, tj. praca umysłowa, fizyczna czy "różowych kołnierzyków" (Toshav-Eichner i Bareket-Bojmel, 2022). Biorąc jednak pod uwagę możliwe różnice w zakresie obowiązków przypisanych pracownikom wykonujących ten sam zawód, należałoby się zastanowić, czy ujęcie zadaniowe (procentowe określenie zadań pracownika potencjalnie będących przedmiotem automatyzacji) nie pozwoliłoby na uzyskanie pełniejszego obrazu zjawiska.…”

Emerging HR analytics role in a crisis: an analysis of LinkedIn data

“…The post-COVID era has posed many challenges to the workforce and a blended approach to gig work practices needs to be investigated (Mahato et al, 2021). The challenges faced by the organization could include improving participation and job involvement for gig workers who are working from home (WFH) hence organizations are looking out for innovative management practices to meet job demands and career expectations (Haong et al, 2020;Meijerink et al, 2021;Toshav-Eichner and Bareket-Bojmel, 2021). Tuzovic and Kabadayi (2021) developed a conceptual framework to understand different social distancing practices used in COVID-19 that will affect service continuity, leading to employee well-being.…”