Digitalization of human resource management practices and its impact on employees’ well-being

Abstract

Purpose – the purpose of the article is assessing the impact of the processes of the labor activity digitalization on employees’ well-being that have not yet received sufficient attention in HRM research and practice. The causal relationship between the digital transformation of the HRM practices and employees’ well-being is examined in the paper. Research methodology – the research methodology involves the analysis of data obtained by means of sociological surveys, narrative and content analysis. Additionally, the case study method allows us to explore the problem in detail using the example of the largest Russian university. Findings – the results of our study identify the problematic issues resulting from expanding the practice of applying digital technologies in HRM system, proving the negative impact of digitalization processes on employee well-being (along with positive effects), and, therefore, the need to develop management solutions aimed at preserving well-being in the workplace. Research limitations – the limitations of this pilot research are primarily due to the insufficient sample size that will be overcome in the future annual monitoring study. Practical implications – searching for new management decisions and models aimed at prevention of worsening wellbeing at work in organizations that introduce digital technology. Originality/Value – the novelty of this study consists in examining the HRM digitalization process in the context of social pollution of the labor sphere.