The Digital Workforce and the Workplace of the Future

By Amy E. Colbert, N. Yee, Gerard George. 2016

648 citations recorded by the source corpus.

The authors reflect on ways increased prevalence of technology and digital natives entering the workplace influence how work is approached. They talk about competencies of the digital workforce and suggests both digital natives and digital immigrants could have the skills needed to utilize technology for manipulating data, problem solving, and new product creation. They comment on interpersonal relating and identity development in digital workforces, and the utilization of technology at work.

Subfields: Communication, Experimental and Cognitive Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b13670b9af26ae97edd8094ee6784bdcd6561e2f

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In Communication

In Experimental and Cognitive Psychology

In Sociology and Political Science

Citations in the corpus

A Review on Virtual Reality Skill Training Applications (2021, background): “As VR hardware and software improve, the potential for rich interactions among people — a crucial factor for interpersonal skills development — becomes more likely, especially due to the psychological experience of “ being there ” (Colbert et al., 2016).”
How Does the Digital Transformation Affect Organizations? Key Themes of Change in Work Design and Leadership (2018, background): “As technology is rapidly progressing, present-day organizations are confronted with massive changes (Colbert, Yee, & George, 2016).”
The centrality of communication norm alignment, role clarity, and trust in global project teams (2016, background): ““Research is needed not only to determine how more mindful usage of technology influences employee engagement and effectiveness, but also to determine how to most effectively create norms around these practices” (Colbert et al., 2016, p. 736).”
“Service Encounter 2.0”: an investigation into the roles of technology, employees and customers (2017, background): “Digital fluency,which reflects an employee's proficiency and comfort in achieving desired outcomes using technology (Colbert et al., 2016), is a key qualifier to function in the Service Encounter 2.0.”
Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review (2021, background): “…developments, however, are increasingly providing alternatives to human resources in functions traditionally requiring human interaction and communication (Malik et al., 2019; Luo et al., 2019), thereby changing both the organizational structures and the nature of work (Colbert et al., 2016).”