With the rise of Industry 5.0, effective collaboration between humans and technology has become critical for both employees’ well-being and organizational performance. Job crafting represents a key mechanism through which employees can achieve human-centricity in this context. This systematic literature review aims to examine the current state of research on the role of technology in job crafting and to identify emerging trends and future directions in the field. Following the PRISMA model, we conducted a systematic literature review of 40 journal articles published between January 2001 and April 2024. Our results show the publication trend, the key publication outlets, research contexts in terms of countries, professions, technologies being examined, and methodologies being employed. A thematic analysis reveals four overarching themes in this research field: (1) a process-based model of how technology influences job crafting, (2) the factors that influence employees’ job crafting in technology implementation work context, (3) the ways in which employees use technologies for different forms of job crafting, and (4) the outcomes of employees’ engagement in job crafting under technology implementation context. Under each theme, we provide recommendations for future research agendas in terms of theory, context, and methodology framework.
Renjie Sun, Pengji Wang, Kim-Lim Tan et al.· Group & Organization Man...· 0 citations
The implementation of innovation in organizations is a complex process, the success of which is determined not only by technological or financial factors, but also by a common understanding, employee motivation, and the ability to coordinate activities across organizational boundaries. However, in scientific literature, the prerequisites for innovation implementation are often described in a fragmented manner, which makes it difficult to create a unified, practical structure. The aim of this article is to systematize the enabling conditions that support innovation implementation in organizations. The article is based on a structured scoping literature review and qualitative content analysis. The analysis identified ten categories that promote innovation implementation, which are grouped into four higher-level codes: Direction and sensemaking; Motivational Readiness; Actor Alignment and Coordination, and Implementation capacity. Together, these codes describe the conditions that define the ability of an organisation to transform ideas into concrete actions and implemented organizational solutions. The proposed code and category structure complements the literature on innovation and knowledge management, providing a focused framework for analyzing and applying the conditions for innovation implementation in organizational management practices, promoting sustainable results and organizational development.
Simona Ozoliņa-Ugore, Anita Straujuma· International Scientific Con...· 0 citations
The article argues that the late-20th-century crisis in the social management of digital product developer teams exposed the social labor institution’s inability to manage competently using directive methods. This failure gave rise to a new, agile management methodology. The author contends that ensuring uninterrupted digital product delivery and maintaining a consistently high-quality pace of work requires identifying the social conditions that create an optimum. However, without a concept of the optimum—currently absent from the scientific literature—representative empirical research aimed at identifying its criteria is impossible. The methodological foundation draws on the work of Bogdanov, Hannan, and Freeman, who examine social phenomena as organizational systems that respond to environmental changes by forming new norms and patterns, as well as on the work of Etzioni, who studies the mechanisms of values and principles common to all social groups. The research methods include comparative analysis and synthesis of the scholarly literature by Russian and international authors on the concept of the optimum both in general and as applied to IT organizations, followed by inductive analysis of the data. Examining the specific social conditions that influence the optimum, the author classifies them into macro, meso, and micro levels. Based on this classification, the article concludes that the optimum in digital product developer teams is a brief period of equilibrium between forms of anomic behavior. This equilibrium is achieved through the interaction of specific social conditions across macro, meso, and micro levels, all aimed at fostering autonomy, self-organization, and self-reflection. These conditions enable teams to adapt to rapidly shifting market conditions while maintaining the pace of delivering a high-quality, competitive digital product.
A comparative analysis of three leading project management standards — PMBOK (United States of America), P2M (Japan) and PRINCE2 (Great Britain) — with an emphasis on their cultural characteristics is been carried out. The purpose of the study is to identify and systematize the value orientations embedded in each standard under the influence of the national mentality, historical context, and business culture of the country of origin. The methodological basis of the study is based on the integrated use of comparative analysis, contextual reading of the standards’ documentation, as well as a generalizing interpretation of key provisions set out in official manuals and publications.
The research paper reveals how cultural characteristics are reflected in approaches to individualism or collectivism, task orientation or interpersonal relationships, as well as in the expected personal qualities of employees. The study results show that the PMBOK is focused on individualism and value creation, the P2M is focused on collectivism and innovative transformation, and the PRINCE2 combines elements of both approaches, focusing on a controlled environment.
The study highlights the importance of considering the cultural characteristics of each country. They have a significant impact on the perception and application of the standards, which is important when implementing and adapting the standards in international project management practice.
A. S. Zakroeva, G. P. Tamoyan, A. S. Emelianova et al.· Вестник университета· 0 citations
The hybrid work format has become a new normal, but the question of what makes such teams genuinely effective remains open. Contrary to popular belief, the presence of digital platforms and advanced tools does not guarantee productivity growth. Moreover, technology investments often yield returns opposite to expectations - not because the software is substandard, but because structures and people cannot keep up with it. Based on a systematic review of studies published in recent years, the article shows that the root of the problem lies in the asynchrony of three components: technology, organizational design, and management culture. Each changes at its own pace, and it is the gap between them that becomes the main source of losses. The paper proposes a typology of organizational lags - temporal, competency-based, structural and cultural - as well as metrics and tools for their diagnosis and reduction. The main conclusion upends conventional logic: the effectiveness of hybrid teams is determined not by the level of digitalization, but by the degree of synchronization of changes. The results are addressed to managers who are looking not for another technology, but for a way to make what has already been implemented work.
Anton Sergeevich Sharapov· EKONOMIKA I UPRAVLENIE: PROB...· 0 citations
Community of Practice (CoP) Facilitators are critical for supporting knowledge sharing and learning within organizations, yet the effectiveness of their activities is not well understood. Prior research has focused primarily on general task descriptions, with limited research on how facilitation is completed in practice, or how organizational, motivational, and cognitive factors shape effectiveness of activities. This study addresses this gap by investigating Facilitator activities through a mixed-methods case study conducted within Eni’s knowledge management system (e-kms). By utilizing both qualitative interviews (n=25) and a quantitative survey (n=172; 83% response rate), this work investigates the differences in the interpretation of activities, levels of engagement, perceived challenges, and value creation across Facilitators. The findings show that facilitation is not a standardized role but is rather a dynamic and complex activity. Patterns emerge for the need of formal recognition, time allocation, and organizational support related to Facilitator motivation and behaviour. A critical point is that effectiveness is driven by motivation and time investment, rather than years of experience. A significant share (21%) showed low motivation in their activities, underlining the need for a better understanding of the barriers affecting Facilitator engagement. The results of this study led to the development of a multi-level Facilitator Effectiveness Model, highlighting how successful facilitation is based on organizational factors, behavioural capacities, and community outcomes, representing a theoretical contribution to knowledge management literature. From an organizational perspective, a Strategic Facilitator Profile was created to enable a targeted selection and onboarding process, ensuring that Facilitators are equipped with the right skills and expectations to guide their activities. This aims to increase recognition of facilitation activities, improve knowledge sharing, and support innovation. Finally, the study has sparked broader organizational awareness of the value of knowledge management. By conceptualizing facilitation as a dynamic, motivation-driven practice, this research enhances the literature beyond task-based models and provides insights for improving knowledge sharing in complex organizational environments.
Tiffany Nassirian, Giulia Tasca Zamprogna, Claudia Monti et al.· European Conference on Knowl...· 0 citations
Computer-use AI agents struggle with multi-step workflows like email and customer support. Echoverse trains agents in realistic environments rather than simply providing more training tasks, helping them improve as the tasks, tests, and environments evolve. The post Echoverse: Deep, evolving environments for computer-use agents appeared first on Microsoft Research.
