The effects of new technologies at work on work outcomes and the implications for human resource development

Abstract

New technologies, such as tools for digital communication or artificial intelligence, are assumed to impact the quality of jobs by affecting work outcomes such as job satisfaction, performance, health or professional development. Human Resource Development (HRD) requires empirical evidence on the impact of technology, since current papers lack a profound basis of HRD measures. The research questions of this chapter are: what are the effects of new technologies at work on individual work outcomes? And what are the implications thereof for the role of HRD to improve the quality of jobs? After providing insights into the definition of technology and components of HRD from theories explaining relationships between the work context and different kinds of work outcomes, search words are derived for this systematic review on empirical evidence. Two sources were applied: studies from a concurrent review were reanalysed for the present purpose of identifying relationships between new technologies and work outcomes, and additional searches within domain-specific databases were conducted in finance and healthcare. Twenty-two studies were found and systematically analysed. The limited existing empirical evidence allows recommendations for HRD. For instance, measures for individual and team development should facilitate openness for change and self-organisation, and minimise the perceived job insecurity. Furthermore, HRD should focus on evidence rather than on assumptions. Future research should focus on different levels of inquiry, new technologies such as blockchain, specific domains and types of jobs, and increase insights into the dynamics of technological changes and their impact on work and professional development.