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2019 | OriginalPaper | Buchkapitel

13. Digitalisierung der Arbeit und des HR-Managements – Eine empirische Analyse der Einstellungen von Beschäftigten

verfasst von : Christian Rüttgers, Katharina Hochgürtel

Erschienen in: Arbeitswelten der Zukunft

Verlag: Springer Fachmedien Wiesbaden

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Zusammenfassung

Im Rahmen eines 2017 abgeschlossenen Forschungsprojektes haben die Autoren untersucht, welche Effekte von verschiedenen Ausprägungen der Digitalisierung auf Einstellungen von Beschäftigten ausgehen. Basis ist eine Befragung von Berufstätigen. Die Kernaussagen dieser Kurzfassung von Rüttgers und Hochgürtel (ipo Schriftenreihe der FOM. MA Akademie Verlags- und Druck-Gesellschaft mbH, Essen, 2017) lauten: Mit einem digitalen Personaleinsatzplanungssystem kann ein größeres Gerechtigkeitsempfinden der Mitarbeiter einhergehen. Stärkere Ausprägungen der Gerechtigkeitsdimensionen sind wiederum mit höherer Mitarbeiterbindung und Arbeitszufriedenheit assoziiert. Mit vermehrter Nutzungsintensität mobiler IKT, Telearbeit, flexiblen Arbeitszeiten sowie der Möglichkeit der digitalen Erfassung von Projekt- und/oder Arbeitszeiten wird eine höhere wahrgenommene Flexibilität der Mitarbeiter erreicht. Über diesen Kanal ergibt sich ein positiver Effekt auf Mitarbeiterbindung und Arbeitszufriedenheit. Mit stärkerer Nutzungsintensität mobiler IKT finden sich unerwünschte Wirkungen, wie ein Gefühl der ständigen Erreichbarkeit, die Erledigung von mehr Zusatzarbeit zu Hause sowie ein technologiegetriebener Arbeitsdruck.

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Metadaten
Titel
Digitalisierung der Arbeit und des HR-Managements – Eine empirische Analyse der Einstellungen von Beschäftigten
verfasst von
Christian Rüttgers
Katharina Hochgürtel
Copyright-Jahr
2019
DOI
https://doi.org/10.1007/978-3-658-23397-6_13

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