Literature Review; total of 16 pages that will include introduction, findings, conclusion, recommendations, and suggestions.

ANNOTATED BIBLIOGRAPHY ASSIGNMENT 2

Annotated Bibliography Assignment

Annotated Bibliography for the topic: Impact of technology on job design.

Caple D. (2019) Impact of New Technology on Job Design, Skill Profiling and Assessing the Physical, Cognitive and Psychosocial Impacts on the Workforce. In: Bagnara S., Tartaglia R., Albolino S., Alexander T., Fujita Y. (eds) Proceedings of the 20th Congress of the International Ergonomics Association (IEA 2018). IEA 2018. Advances in Intelligent Systems and Computing, vol 821. Springer, Cham. https://doi.org/10.1007/978-3-319-96080-7_12

The author focused on assessing the impact of the new technology on the job design, the skill profile and evaluating physical, cognitive, and psychosocial effects on the workplace. The study reveals that introducing the latest technology into the organization reduces safety risks by eliminating the hazardous. According to the study, the application of robotics and mechanical aids in manufacturing, as well as warehouse logistics, is helping in the elimination of the repetitive manual handling of the tasks. The article is essential to the topic of study since it shows the overall impact of technology on job designs.

Daft, R. L. (2016). Organization theory & design (12th ed.). Boston, MA: Cengage Learning.

The author aimed the importance of theory and design that helps both future and current managers thoroughly prepare for the challenges of today's business world. The source is valuable, and it compares with other sources because organization theory and design impacts technology's job design. The resource will be helpful in the literature review because organization theory and design are rapidly changing, and it is a highly competitive international environment. New learning features in society provide opportunities for job design to apply concepts and refine personal business insights and skills.

Dash, D., Farooq, R., Panda, J. S., & Sandhyavani, K. V. (2019). Internet of Things (IoT): the new paradigm of HRM and skill development in the fourth industrial revolution (industry 4.0). IUP Journal of Information Technology, 15(4), 7-30.

The author aimed to explore and assimilate the new standards and the Internet of Things (IoT) challenges that enable Human Resource Management (HRM). The study findings reveal that since it proposed using the IoT and other technologies to automate the HRM system and process. The study is essential to the topic since it shows how technologies such as IoT can be used in the development of comprehensive skills by customizing and seamlessly integrating the HRM system using IoT sensors, devices, and actuators.

Davenport, T., & Kalakota, R. (2019). The potential for artificial intelligence in healthcare. Future Healthcare Journal, 6(2), 94. https://doi.org/ 10.7861/futurehosp.6-2-94.

The author aimed at understanding the potential for artificial intelligence in health care. According to the study, the rise of data in health care due to information technology leads to increased artificial intelligence (AI). The implementation of AI will prevent larger-scale automation of health care jobs for longer. The study is essential to the topic as it reveals the impact of technology within the healthcare sector.

Fareri, S., Fantoni, G., Chiarello, F., Coli, E., & Binda, A. (2020). Estimating Industry 4.0 impact on job profiles and skills using text mining. Computers in industry, 118, 103222. https://doi.org/10.1016/j.compind.2020.103222

Industry 4.0 has introduced rapid and epochal changes as well as some of the challenges. Some of these changes occur in the skills and the job profiles. The study reveals that work provides a structure for estimating the industry 4.0 preparedness of the organizations' human capital that appears to be quicker, adaptable, and reusable. The study is essential to the topic since it reveals that Industry 4.0, or the new phase in the industrial revolution of the digital transformation, is impacting the job profile.

Frank, M. R., Autor, D., Bessen, J. E., Brynjolfsson, E., Cebrian, M., Deming, D. J., ..., & Rahwan, I. (2019). Toward understanding the impact of artificial intelligence on labor. Proceedings of the National Academy of Sciences, 116(14), 6531-6539. https://doi.org/10.1073/pnas.1900949116

The authors aimed at discussing some of the barriers that prevent scientists from taking part in the measurement of AI and automating the future of work. The study reveals that AI can disrupt the labor markets and augment the productivity of some employees. The study also shows a lack of high-quality data on the nature of work and the inadequate understanding of how cognitive technologies interact with broader economic nature and mechanisms adopted by institutions.

Fréour, L., Pohl, S., & Battistelli, A. (2021). How digital technologies modify the work characteristics: A Preliminary Study—The Spanish Journal of Psychology, 24.

The authors aimed at examining the work design models introduced as a result of technology in the daily work activities and the impact of their perceptions in the characteristics of work. Technological themes emerged in the study, i.e., arresting and assisting, and the human-technology pieces such as agentic a non-agentic. The study's outcomes reveal that workers' autonomy has not been reduced when digital technologies implemented repetitive and unmotivated tasks. High levels of knowledge features characterize the jobs in the digital work context. The study further reveals the impacts of the technology when it is adopted on the job design.

Gibbs, M. (2018). How is new technology changing job design? IZA World of Labor. http://hdl.handle.net/10419/162354

According to this article, the revolution in information technology has dramatically impacted jobs and the labor market. However, this has resulted in the automation of routine and manual tasks, thus replacing employees. This study is essential in the current topic since it shows how the advancement in technology is polarizing the labor market.

Liu, M., Huang, Y., & Zhang, D. (2018). Gamification's impact on manufacturing: Enhancing job motivation, satisfaction and operational performance with smartphone‐based gamified job design. Human Factors and Ergonomics in Manufacturing & Service Industries, 28(1), 38-51.https://doi.org/10.1002/hfm.20723

The authors gamified several computer numerical control machines that relate to active jobs. The study's hypothesis was based on the idea that smartphone-based gamified job design improves indicators like motivation in the job, satisfaction, and operational performance. The study outcomes show that smartphone-based gamified job design is positively associated with the improvement in job satisfaction. The study is essential for the topic since it shows the influence of technology in designing jobs to promote dignity, motivation, and improvement in performance.

Mackenstein, L., & Santosa, K. (2019, June 27). Exploring how digital transformation affects job Design: A multiple-case study based on the job Characteristics model. DIVA. http://www.diva-portal.org/smash/record.jsf?pid=diva2%3A1319396&dswid=99083787. The authors aimed to contribute to the present literature that concerns changing jobs and designs in a digitally transforming business. They used a qualitative research strategy in a multi-case study. The findings of this study reveal the significant impact of digital transformation on job features and job design. The study is essential to the topic since it shows that the characteristics of the work are influenced by digitalization.

Okolo, D. (2018). An exploration of the relationship between technostress, employee engagement, and job design from the Nigerian banking employee's perspective. Management Dynamics in the Knowledge Economy, 6(4), 511-531.

The author focused on exploring the relationship between the job design with the technostress and employee and the effects of the technostress on the engagement of the workers. The study involved a purposive sampling technique. The findings show a positive association between job design and the technostress and a positive association between the technostress and employee engagement. The study is essential to the topic since it shows how technology impacts job design to motivate workers and promote their employment.

Parker, S. K., & Grote, G. (2020). Automation, algorithms, and beyond: Why work design matters more than ever in a digital world. Applied Psychology. https://doi.org/10.1111/apps.12241

The authors focused on promoting the role of the design in understanding the impacts of digital technologies. The authors reveal the positive and adverse effects of the technologies on the job resources such as autonomy or control, the use of skills, the feedback in the jobs, and the relational aspects; job demands; and performance. The study is essential to the topic since it shows the impact of technology on job design; therefore, the management needs to work on their design choices to prevent the adverse effects of the technologies adopted.

Popaitoon, S. (2020). "The moderating effects of job design on human capital and NPD performance: Evidence from high-technology MNCs in Thailand," Asia-Pacific Journal of Business Administration, Vol. 12 No. 1, pp. 40-57. https://doi.org/10.1108/APJBA-01-2019-0017

The author employed a survey study approach using 117 NPD projects in high-technology MNCs within Thailand using hierarchical regression to perform the analysis. According to the study outcome, job design is essential in the moderation of the impacts of the human capital resources on the short-term performance of the projects. The study is crucial to the topic since it shows how technology influences autonomy, task identification, and the provision of feedback.

Schroeder, A. N., Bricka, T. M., & Whitaker, J. H. (2021). Work design in a digitized gig economy. Human Resource Management Review, 31(1), Article 100692. https://doi.org/10.1016/j.hrmr.2019.100692

The authors aimed to stimulate the empirical and theoretical progress in work design to help in increasing the understanding of the work design in the digitalized gig work. The study shows that the digital workforce involves individuals using technology to complete their tasks. According to the article, eLancing into the current employment presents opportunities and challenges for firms and workers. The article is essential to the topic since it shows how a practical understanding of the technology adopted helps design work.

Wang, B., Liu, Y., & Parker, S. K. (2020). How does the use of information communication technology affect individuals? A work design perspective. Academy of Management Annals, 14(2), 695-725.https://doi.org/10.5465/annals.2018.0127

People are capable of designing ad using technology for work. This study involved a cross-disciplinary review that focused on work design as a critical vehicle for exploring the influences of ICT usage on the effectiveness and well-being of the workers. The study's findings reveal that the use of ICT is affecting three critical aspects of work designs, i.e., job demands, autonomy, and relational elements. The study is essential since it reveals the importance of ICT in the development of job design.

Waschull, S., Bokhorst, J. A., & Wortmann, J. C. (2019). Impact of technology on work: Technical functionalities that give rise to new job designs in industry 4.0. In IFIP International Conference on Advances in Production Management Systems (pp. 274-281). Springer, Cham. https://doi.org/10.1007/978-3-319-66923-6_32

The authors focused on synthesizing the different views on industry 4.0 on the employees' jobs. However, this relates to the literature review because the author expresses the technical changes of the transformation of the Cyber-Physical System in the production on the changes in the job design. Cyber-Physical Systems are indirectly and directly changing the value-adding job industrial production. The study is essential to the topic since it shows how the implementation of the technologies such as Cyber-Physical Systems impacts the design of organizational operations.