<> "The repository administrator has not yet configured an RDF license."^^ . <> . . "Friend or foe? How innovative digital technologies affect motivational work characteristics and employees' perceived job insecurity"^^ . "The rising distribution of smart technology, artificial intelligence, robotics, algorithms, and automation (STARA) in today’s world of work has the potential to revolutionize what, how, where, and \r\nwhen humans work by supplementing and substituting work processes. However, it is largely unclear \r\nhow these technological changes affect employees. While employees may benefit from the substitution \r\nof tedious and dangerous, they may suffer from STARA creating micro-jobs, polarizing required skill \r\nlevels, and evoking job insecurity. Although these rapid technological changes have crucial implications \r\nfor employee outcomes, empirical evidence of their effects on employees is surprisingly scarce. \r\nNeglecting to investigate these effects could result in poorly designed, demotivating workplaces of the \r\nfuture. \r\nBuilding on the integration of numerous theoretical models and frameworks, this dissertation \r\nexamines how the introduction of intelligent assistance systems (IASs) modifies motivational work \r\ncharacteristics in modern assembly. It considers various scenarios, such as the assembly of simple \r\nproducts, the assembly of more complex products, and the assembly with intensified product changes. \r\nApplying online experiments with vignette methodology, we experimentally manipulated hypothetical \r\nassembly workstations and instructed participants to rate them regarding motivational work \r\ncharacteristics. In the first online experiment (N1 = 203 German and British blue-collar workers) \r\nparticipants were randomly assigned to one of three conditions (work without vs. work with vs. work \r\nwith voluntary use of IASs). Results indicated enhanced feedback from job and information processing \r\nwhen working with IASs in the assembly of simple products. Thus, they highlight the purely positive \r\neffects of IASs on motivational work characteristics. \r\nTransferring these findings to the assembly of more complex products in the second online \r\nexperiment (work without vs. work with IASs, N2 = 169 German workers) was limited. Findings \r\nilluminated that IASs restrict work scheduling, decision-making, and work methods autonomy besides \r\nincreasing feedback from job and information processing. Therefore, they indicate the contradictory \r\neffects of IASs on motivational work characteristics. In a third online experiment (N3 = 176 German \r\nworkers) we also manipulated the extent of task rotation (no task rotation vs. task rotation after one hour). We fully replicated the results highlighting the contradictory role of IASs, regardless of the extent \r\nof task rotation. This dissertation further illuminates how employees appraise STARA to threaten their \r\nemployment by contributing a thorough construct validation of affective automation-related job \r\ninsecurity, a refinement of the STARA Awareness construct (Brougham & Haar, 2018). Findings from \r\ntwo cross-sectional studies (N4 = 215, N5 = 224 German employees) and one longitudinal study with a \r\ntotal time lag of one year (N6 = 233 German employees) demonstrated a fluctuating fit of the \r\nmeasurement model of STARA Awareness between independent samples. With the exclusion of \r\ncognitive elements and the inclusion of the substitution of core tasks within jobs, we reconceptualized the construct, renamed it to affective automation-related job insecurity, and adapted its measurement. \r\nWhile affective automation-related job insecurity is weakly associated with cognitive and affective job \r\ninsecurity, and negatively with core self-evaluations, it exhibits unique associations with indicators of \r\ntechnological change (positive relations with objective substitution potential and use of STARA). \r\nMoreover, we identified rising levels of affective automation-related job insecurity over time for \r\nemployees with moderate use of STARA, and decreasing levels for employees with low and high use \r\nof STARA. Overall, this dissertation provides vital empirical evidence on the beneficial and detrimental \r\neffects of STARA on workplaces and employees in today’s world of work. Its findings represent a firm \r\nfoundation for fruitful research in digital work design, human-machine interaction, and related fields. \r\nFinally, considering these findings contributes to the human-centered development, implementation, \r\nand use of STARA to maintain a healthy and motivated workforce."^^ . "2024" . . . . . . . "Marvin"^^ . "Walczok"^^ . "Marvin Walczok"^^ . . . . . . "Friend or foe? How innovative digital technologies affect motivational work characteristics and employees' perceived job insecurity (PDF)"^^ . . . "Dissertation_final f�r online.pdf"^^ . . . "Friend or foe? How innovative digital technologies affect motivational work characteristics and employees' perceived job insecurity (Other)"^^ . . . . . . "indexcodes.txt"^^ . . . "Friend or foe? How innovative digital technologies affect motivational work characteristics and employees' perceived job insecurity (Other)"^^ . . . . . . "lightbox.jpg"^^ . . . "Friend or foe? 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