Automation
- LAST REVIEWED: 31 July 2019
- LAST MODIFIED: 31 July 2019
- DOI: 10.1093/obo/9780199846740-0172
- LAST REVIEWED: 31 July 2019
- LAST MODIFIED: 31 July 2019
- DOI: 10.1093/obo/9780199846740-0172
Introduction
Since the first decades of the 20th century, there has been concern that automation, including mechanization, computing, and more recently robotics and artificial intelligence (AI), will take away jobs and damage the labor market. There has also been concern that large, dominant firms will capture whatever value is created by automating technologies. In an effort to understand these issues, a wide variety of scholars have studied automation. Automation has been studied at a number of levels, including country, industry, firm, occupation, and even the occupational-task level, and by a range of disciplines, including economics, innovation, management, organizational theory, sociology, and strategy. This annotated bibliography attempts to include a range of literature that speaks to these different levels and different disciplines. It includes articles that are older, foundational pieces so readers can familiarize themselves with the major work in the area, as well as more recent articles so readers can get a sense of current research interests and opportunities. Notably, much of the recent research is focused on the effects of AI and robotics on workers, firms, and the economy. It is likely that there will be a large increase in research in this space in the coming years, especially as more data on the adoption of these technologies becomes available, and that this research will tell us much more about how these technologies are affecting our economy in the 21st century as well as inform our understanding of automation more generally.
General Overviews
Automation is not a new concept, as innovations described by Mokyr 1992, such as the steam engine or the cotton gin, can be viewed as automating tasks that were previously done in a manual fashion. This section highlights work that takes a historical view of automation, and describes the effects of automation on firms, workers, and society more generally. Keynes 1930 is an early perspective considering the consequences of automation, while Leontief 1983 presents potential opportunities and consequences posed by automation. Current technologies may have the potential to automate certain non-routine tasks, whereas in the past more rote tasks have been subjected to automation. Brynjolfsson and McAfee 2011 thus explores the extent to which the current wave of automation, including digitization, AI and robotics, might be different.
Brynjolfsson, E., and A. McAfee. Race against the Machine: How the Digital Revolution Is Accelerating Innovation, Driving Productivity, and Irreversibly Transforming Employment and the Economy. Lexington, MA: Digital Frontier Press, 2011.
In this book, Brynjolfsson and McAfee specifically examine the effects of the digital revolution on productivity and the labor force. They note that digital technologies have increased productivity and collective wealth. However, because these innovations are largely general purpose technologies, parallel innovation in complementary assets and resources is needed to fully harness productivity gains.
Keynes, J. M. “Economic Possibilities for Our Grandchildren.” In Essays in Persuasion. By J. M. Keynes, 321–332. London: Macmillan, 1930.
Keynes famously worried that automation would mean his grandchildren would inherit a world in which people work fewer hours and earn lower wages, thanks to technological unemployment. Keynes defined technological unemployment as “unemployment due to our discovery of means of economising the use of labour outrunning the pace at which we can find new uses for labour.”
Leontief, W. “National Perspective: The Definition of Problems and Opportunities.” In The Long-Term Impact of Technology on Employment and Unemployment. Edited by National Research Council, 3–56. Washington, DC: National Academies Press, 1983.
Leontief, observing the dramatic improvements in the processing power of computer chips, worried that machines would replace people, just like internal combustion engines replaced horses.
Mokyr, J. The Lever of Riches: Technological Creativity and Economic Progress. Oxford: Oxford University Press, 1992.
DOI: 10.1093/acprof:oso/9780195074772.001.0001
Mokyr argues that technological creativity is one of the main determinants of economic progress. Mokyr presents a historical account of technological creativity to argue that such creativity leads to economic progress, even if it disrupts labor and existing organizations. For example, the Second Industrial Revolution led to the replacement of sailboats by steamboats; however, it produced new jobs for humans even as it diminished existing jobs such as sailor.
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Article
- Abusive Supervision
- Adverse Impact and Equal Employment Opportunity Analytics
- Alliance Portfolios
- Alternative Work Arrangements
- and Evaluation, Expatriate Selection
- Applied Political Risk Analysis
- Approaches to Social Responsibility
- Assessment Centers: Theory, Practice and Research
- Attitudes
- Attributions
- Authentic Leadership
- Automation
- Bayesian Statistics
- Behavior, Organizational
- Behavioral Approach to Leadership
- Behavioral Theory of the Firm
- Benefits
- Between Organizations, Social Networks in and
- Brokerage in Networks
- Business and Human Rights
- Business Ethics
- Career Studies
- Career Transitions and Job Mobility
- Certified B Corporations and Benefit Corporations
- Charismatic and Innovative Team Leadership By and For Mill...
- Charismatic and Transformational Leadership
- Compensation, Rewards, Remuneration
- Competitive Dynamics
- Competitive Heterogeneity
- Competitive Intensity
- Computational Modeling
- Conditional Reasoning
- Conflict Management
- Considerate Leadership
- Cooperation-Competition (Coopetition)
- Corporate Philanthropy
- Corporate Social Performance
- Corporate Venture Capital
- Counterproductive Work Behavior (CWB)
- Creativity
- Cross-Cultural Communication
- Cross-Cultural Management
- Cultural Intelligence
- Culture, Organization
- Data Analytic Methods
- Decision Making
- Diversity
- Diversity and Firm Performance
- Diversity and Inclusion, Global Perspective on
- Dynamic Capabilities
- Emotional Labor
- Employee Aging
- Employee Engagement
- Employee Ownership
- Employee Voice
- Empowerment, Psychological
- Entrepreneurial Firms
- Entrepreneurial Orientation
- Entrepreneurship
- Entrepreneurship, Corporate
- Entrepreneurship, Women’s
- Equal Employment Opportunity
- Ethics
- Executive Succession
- Faking in Personnel Selection
- Family Business, Managing
- Feedback
- Financial Markets in Organization Theory and Economic Soci...
- Findings, Reporting Research
- Firm Bribery
- First-Mover Advantage
- Fit, Person-Environment
- Forecasting
- Founding Teams
- Global Leadership
- Global Talent Management
- Goal Setting
- Grounded Theory
- Hofstedes Cultural Dimensions
- Human Capital Resource Pipelines
- Human Resource Management
- Human Resource Management, Strategic
- Human Resources, Global
- Human Rights
- Humanitarian Work Psychology
- Humility in Management
- Impression Management at Work
- Imprinting
- Influence Strategies/Tactics in the Workplace
- Information Economics
- Innovative Behavior
- Intelligence, Emotional
- International Economic Development and SMEs
- International Economic Systems
- International Strategic Alliances
- Job Analysis and Competency Modeling
- Job Crafting
- Job Design
- Job Satisfaction
- Judgment and Decision Making in Teams
- Knowledge Sharing and Collaboration within and across Firm...
- Leader-Member Exchange
- Leadership Development
- Leadership Development and Organizational Change, Coaching...
- Leadership, Ethical
- Leadership, Global and Comparative
- Leadership, Strategic
- Learning by Doing in Organizational Activities
- Licensing
- Management History
- Management In Antiquity
- Managerial and Organizational Cognition
- Managerial Discretion
- Meaningful Work
- Mentoring
- Multinational Corporations and Emerging Markets
- Multiteam Systems
- Neo-institutional Theory
- Neuroscience, Organizational
- New Ventures
- Organization Design, Global
- Organization Development and Change
- Organization Research, Ethnography in
- Organization Theory
- Organizational Adaptation
- Organizational Ambidexterity
- Organizational Behavior, Emotions in
- Organizational Citizenship Behaviors (OCBs)
- Organizational Climate
- Organizational Control
- Organizational Corruption
- Organizational Hybridity
- Organizational Identity
- Organizational Justice
- Organizational Legitimacy
- Organizational Networks
- Organizational Paradox
- Organizational Performance, Personality Theory and
- Organizational Responsibility
- Organizational Surveys, Driving Change Through
- Organizations, Big Data in
- Organizations, Gender in
- Organizations, Identity Work in
- Organizations, Political Ideology in
- Organizations, Social Identity Processes in
- Overqualification
- Passion
- Paternalistic Leadership
- Pay for Skills, Knowledge, and Competencies
- People Analytics
- Performance Appraisal
- Performance Feedback Theory
- Planning And Goal Setting
- Proactive Work Behavior
- Psychological Contracts
- Psychological Safety
- Real Options Theory
- Recruitment
- Regional Entrepreneurship
- Reputation, Organizational Image and
- Research, Ethics in
- Research, Longitudinal
- Research Methods
- Research Methods, Qualitative
- Resource Redeployment
- Resource-Dependence Theory
- Resources
- Response Surface Analysis, Polynomial Regression and
- Role of Time in Organizational Studies
- Safety, Work Place
- Selection
- Selection, Applicant Reactions to
- Self-Determination Theory for Work Motivation
- Self-Efficacy
- Self-Fulfilling Prophecy In Management
- Self-Management and Personal Agency
- Sensemaking in and around Organizations
- Service Management
- Shared Team Leadership
- Social Cognitive Theory
- Social Evaluation: Status and Reputation
- Social Movement Theory
- Social Ties and Network Structure
- Socialization
- Spin-Outs
- Sports Settings in Management Research
- Stakeholder Theory, Transaction Cost Economics and
- Stakeholders
- Status in Organizations
- Strategic Alliances
- Strategic Human Capital
- Strategy
- Strategy and Cognition
- Strategy Implementation
- Stress
- Structural Contingency Theory/Information Processing Theor...
- Team Composition
- Team Conflict
- Team Design Characteristics
- Team Emergent States Team Emergent States
- Team Learning
- Team Mental Models
- Team Newcomers
- Team Performance
- Team Processes
- Teams, Global
- Technology and Innovation Management
- Technology, Organizational Assessment and
- the Workplace, Millennials in
- Theory X and Theory Y
- Time and Motion Studies
- Training and Development
- Training Evaluation
- Trust in Organizational Contexts
- Turnover
- Unobtrusive Measures
- Validity
- Virtual Teams
- Whistle-Blowing
- Work and Family: An Organizational Science Overview
- Work Contexts, Nonverbal Communication in
- Work, Mindfulness at
- Workplace Aggression and Violence
- Workplace Coaching
- Workplace Commitment
- Workplace Gossip
- Workplace Meetings
- Workplace, Spiritual Leadership in the
- World War II, Management Research during