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Smart scenarios related to industries or cities, characterized by intensive technology transfer and use of innovative and disruptive technologies, have been in the spotlight either on academic or organizational discussions, especially those with a technocentric focus. Among these technologies, artificial intelligence (AI) emerges as the most challenging one due to its complexity. Therefore, this chapter aims to address AI, in particular the future of the labor market, exploring the challenges regarding the skills required in the context of AI technology, addressing its uses, challenges, and benefits. In order to achieve this goal, a systematic review was conducted on the extant literature using the methodology Methodi Ordinatio. The results show that the current literature is gradually changing from a more critical and negative view of AI to a more optimistic one, with more positive approaches and expectations regarding its benefits. As practical implications, the findings can be used as a guide for governments to develop strategies aiming to deal with upcoming challenges, especially regarding future jobs and employability.

Introduction: Technology and the environment remain uncertain for organisations that impose enormous challenges and opportunities to redesign policies and practices for human resources (HR). The use of technology is ubiquitous and pervasive. Technology has altered the way individuals and organisations seek knowledge, process information, instrument, and practice the learning outcomes.

Purpose: This conceptual paper highlights the change in technological and change nature of work impact on HR practices. Technology has changed the nature of work, which affects individuals and organisations. The dynamic change in technology forces organisations to rethink policies and procedures that fuel the organisation’s competence. The difference in HR practices (recruitment and selection, training and development, performance management, and turnover) is not a trend but rather a need for organisational survival. There is not only a transformation in technological implementation in an organisation but also in employee–organisation relations. The organisations install technology and replace employees.

On the contrary, employees leave an organisation and switch towards self-employed jobs entitled Gig-economy (World Bank, 2018). The individuals are moving towards a more flexible and self-employed relationship. Unfortunately, though, working flexibly create concern for an employee–employer relationship such as pension plan, health insurance, and paid leaves. It also creates income inequality.

Methodology: This is a conceptual paper.

Findings: Technology has a dual effect on the organisation and employees. Thus, technology affects employees, employers, and organisations. The change in technology moderates the psychological contract and career selection, leading to change in the policies and practices of the HR department. A research model is proposed in this conceptual research study which will further be tested to examine and confirm the impact of change.

This study explores insights from key stakeholders into the skills they believe will be necessary for the future of work as we become more reliant on artificial intelligence (AI) and technology. The study also seeks to understand what human resource policies and educational interventions are needed to support and take advantage of these changes.

This is a qualitative study where a sample of highly experienced representatives from a range of small to large Irish organisations, both public and private, provide insights into this important topic.

Findings indicate participants see a continued need for soft and hard skills as we evolve towards a more technologised workplace, with a need for employees to adopt a lifelong learning philosophy. As the knowledge economy in Ireland is well established, experts do not expect mass displacement to occur but differ with respect to the predicted rate of change. Novel HR interventions such as hiring for potential, pooling talent and establishing postgraduate supply contracts are seen as key. Current state interventions were mostly viewed positively but revamping of curricula is needed as well as stronger partnerships with tertiary institutions.

The interpretivist nature of the study limits the generalisability of the findings as they are based on a relatively small sample from one country. Also despite the significant expertise of the sample, it is not possible to predict whether their forecasts will manifest.

This research highlights the need for Irish SMEs to embrace the impacts of automation and AI as many are seen to be slow in reacting to changes in technology. The study also reveals cutting edge talent management interventions for employers to adopt that will insulate them from the challenges technological change presents to recruitment and employee development.

The findings from this paper culminate in the development of a conceptual framework, which encapsulates the responsibilities of all parties so that future skills needs will be met. This highlights the interplay between employers, individuals/employees, the Irish Government and educational institutions, demonstrating how they are interdependent on one another as we move towards a more technologised future.

This research examines Indian service managers' perceptions on impact of convergent technologies on their work and resultant organisational performance. The research uses four dimensions – task productivity, task innovation, customer satisfaction and management control – taken together, to investigate the perceived impact of convergent technologies adoption in service organisations context and further examines the resultant organisational performance, based on these dimensions.

The study used partial least squares (PLS) approach to evaluate the measurement model and the structural model. The study was conducted in service industry firms that have made a significant progression towards adopting convergent technologies.

The results of the study demonstrated higher levels of perceived impact of adoption of convergent technologies on all the four dimensions (i.e. task productivity, task innovation, customer satisfaction and management control). The results of the study also indicate that all the impact dimensions positively influence organisational performance.

The results of the study suggest that all the impact dimensions positively influence organisation, therefore the service sector managers should be aware about the role of adopting latest convergent technologies so as to enhance the task productivity, innovation, customer satisfaction and management control in their job roles.

The practical implications of this research are derived on the basis of Future of Work, Labour Market Information Systems, Productivity, Enterprise Development, Enhancing skills of service employees and Employability themes.

To researchers best knowledge is to first study of its kind to evaluate the perceived impact of convergent technologies on organisational performance in Indian context.

Algorithms, artificial intelligence (AI), machines, and all emerging digital technologies disrupt traditional auditing, raising many questions and debates. One of the central issues of this debate is the human-algorithms complex duality, which focuses on this investigation. This study aims to investigate the algorithms’ penetration in auditing activities, with a specific focus of a future scenario on the human-algorithms interaction in performing audits as intelligent teams.

The research uses a qualitative reflexive thematic analysis, taking into consideration the academic literature, as well as professional reports and websites of the “Big Four” audit firms and internationally recognized accounting bodies.

The results debate the complex duality between algorithms and human-based actions in the institutional settings of auditing activities by highlighting the actual stage of algorithms, machines and AI emergence in audit and providing real-life examples of their use in the audit. Furthermore, they emphasize the strengths and weaknesses of algorithms compared to human beings. Based on the results, a discussion on the human-algorithms interaction from the lens of the Human-in-the-Loop (HITL) approach concludes that the Auditor-Governing-the-Loop may be a possible scenario for the future of the auditing profession.

This study is exploratory, investigating academia and practitioners’ written debates, analyzes and reports, limiting its applicability. Nonetheless, the paper adds to the ongoing discussion on emerging technologies and auditing research. Finally, the authors address some potential biases associated with the extended use of algorithms and discuss future research implications. Future research should empirically test how the human-algorithms tandem is working and how AI and other emerging technologies will affect auditing activities and the auditing profession.

The study provides valuable insights for audit firms, auditors, professional organizations and standard-setters, and regulators revealing the implication of algorithms’ penetration in auditing activities from the human-algorithms complex duality perspective. Moreover, the academic education and research implications are highlighted, in terms of updating the educational curriculum by including the new technologies issues, as well as the need for further research investigations concerning the human-algorithms interactions issues as, for example, trust, legal restrictions, ethical concerns, security and responsibility.

The research uses HITL as a novel paradigm for responsible AI development in auditing. The study points to the strategic value of a HITL pattern for organizational reflexivity that, according to the study, ensures that the algorithm’s output meets the audit organization’s requirements and changes in the environment.

The materialization and continuation of the pandemic have a big toll on everyone's life. Female workers specifically from the unorganized sector faced diversified financial crises during the pandemic. These households went through multiple changes in terms of expenditure, loan burden, job uncertainty, etc. A selected sample of 149 has been considered to understand the changes that had taken place in terms of health, expenditure, and other associated evolved behavior in lockdown and post-lockdown phase in a selected rural-based area of West Bengal. By applying different statistical tools like regression, f-test, and t-test, various influencing factors for household expenditure along with the changes in savings behavior have been observed in the chapter. A sudden crisis like COVID-19 has made the selected respondents responsive toward vivid positive lifestyle and attitude changes like financial literacy, savings, crisis management, and so on.

The purpose of this research paper is to study the effect of transformational leadership (TL) and job crafting (JC) on nurses’ innovative work behaviors (IWB) while accounting for the mediating effect of psychological empowerment (PsyEmp).

To test the developed hypotheses quantitatively, two statistical methods were used: structural equation modeling via partial least squares and bootstrapping estimation. The survey elicited responses from 270 nurses, but after data screening, only 168 were used. Confirmatory factor analysis was used to establish the distinctness of the variables used in this study.

Findings indicate that there are a positive influence of both TL and JC on PsyEmp. Additionally, the findings show a beneficial effect of PsyEmp as a mediator between TL, JC and IWB.

This study adds to the body of knowledge by demonstrating the effects of nurse TL and JC on nurses’ PsyEmp and IWB. In addition to the role of PsyEmp as a partial mediator in the relationship between TL, JC and IWB. The research novelty resides in the fact that none of these links has before been studied in the context of Iraq.