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How Does the Use of Information Communication Technology Affect Individuals? A Work Design Perspective
Open accessAbstract
People design and use technology for work. In return, technology shapes work and people. As information communication technology (ICT) becomes ever more embedded in today’s increasingly digital organizations, the nature of our jobs and employees’ work experiences are strongly affected by ICT use. This cross-disciplinary review focuses on work design as a central explanatory vehicle for exploring how individual ICT usage influences employees’ effectiveness and well-being. We evaluated 83 empirical studies. Results show that ICT use affects employees through shaping three key work design aspects: job demands, job autonomy, and relational aspects. To reconcile previous mixed findings on the effects of ICT use on individual workers, we identify two categories of factors that moderate the effects of ICT use on work design: user-technology fit factors and social-technology fit factors. We consolidate the review findings into a comprehensive framework that delineates both the work design processes linking ICT use and employee outcomes and the moderating factors. The review fosters an intellectual conversation across different disciplines, including organizational behavior, management information systems, and computer-mediated communication. The findings and the proposed framework help to guide future research and to design high-quality work in the digital era.
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“Just as time pressure can stimulate proactivity104, we should expect that technology that creates poor work design will motivate job crafting and other proactive behaviours from workers seeking to meet their psychological needs better105.”
From Understanding and shaping the future of work with self-determination theory (2022) · cites this paper as [105]
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“This lack of trust leads to decreased feelings of autonomy124, increased employee home–work conflict105 and distress125,126.”
From Understanding and shaping the future of work with self-determination theory (2022) · cites this paper as [105]
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“Technology that reduces job demands in work settings is sometimes found to reduce learning (Wang et al. 2020) and education technology that similarly lowers effort may thus also reduce learning.”
From AI Meets the Classroom: When Do Large Language Models Harm Learning? (2024) · cites this paper as Wang et al. 2020
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“In terms of relevance, reasonableness or legitimacy of the criterion, for instance, recent studies have shown that the reasonableness of the information collected through monitoring systems (e.g., intrusiveness, range and frequency of monitoring) shapes its impact on workers' reaction and autonomy (Charbonneau & Doberstein, 2020;Wang et al., 2020).”
From Algorithms as work designers: How algorithmic management influences the design of jobs (2022) · cites this paper as Wang et al., 2020
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“A similar consequence of narrow algorithmic monitoring systems is a greater emphasis on quantified work objectives at the expense of other and potentially meaningful aspects of one's job (Schafheitle et al., 2020), reducing the autonomy of workers in the choice of their work methods (Day, Paquet, Scott, & Hambley, 2012;Wang, Liu, & Parker, 2020)”
From Algorithms as work designers: How algorithmic management influences the design of jobs (2022) · cites this paper as Wang et al., 2020
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Metadata
- Authors
- Wang, B., Liu, Y., & Parker, S. K.
- Affiliations
- Shanghai University (CN)
- Curtin University (AU)
- Corresponding author
- Wang, Bin
- Venue
- Academy of Management Annals
- Publisher
- Academy of Management
- Published
- 2020-07
- Volume
- 14
- Issue
- 2
- Pages
- 695-725
- ISSN
- 1941-6067 (ISSN-L)
- 1941-6520
- OpenAlex
- W3015596784
- Cited by
- 377
- References
- 197
- Citations by year
- 2026: 67 · 2025: 83 · 2024: 71 · 2023: 59 · 2022: 50 · 2021: 41 · 2020: 5
- FWCI
- 42.34
- Type
- journal article
- Language
- en
- Open access
- green
- hdl.handle.net
- Locations
- Academy of Management Annals (publishedVersion)
- eSpace (Curtin University) (submittedVersion)
- Funders
- Curtin University of Technology
- Topics
- Social Sciences › Psychology › Social Psychology › Technostress in Professional Settings
- Social Sciences › Business, Management and Accounting › Management Information Systems › Information Systems Theories and Implementation
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Keywords
- information and communication technologies, job design, employee well-being, job demands, employee autonomy, moderators, digital organization, employee work effectiveness, computer-mediated communication, management information systems
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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