Aizhan Tursunbayeva – författare

Digital transformation has challenged public administrations in terms of their decision-making processes, relationships with citizens and internal management issues, such as workflows, teamwork, leadership, culture and human resources management. Digitalization processes have brought about the introduction of new forms of working that have revolutionized traditional work practices by redefining individual and organizational boundaries, and social bonds with the introduction of greater flexibility and autonomy in the choice of space, time and technological tools. These issues have prompted research on the growing intensive use of agile working, e.g., smart, remote, hybrid work, from different angles including organizational or job design, human-centeredness or ethics of technologies adopted, and their effects on quality of work, employee well-being, organizational models, and economies overall.

This book provides a holistic picture of digital transformation in the public sector paying attention to its effects at the individual level but also considering the interdependency between the individual, organizational and context/societal levels. It collects original theoretical and empirical contributions addressing how digital transformation is shaping organizational practices, new forms of work and workplaces in the public sector. It employs a comprehensive mixed methodology comprising qualitative, quantitative, and emerging digital research methods, to explore the multifaceted and complex nature of this topic at different levels and to render the study trustworthy.

By exploring both positive and negative aspects of digital transformation, the book offers a holistic picture that supports theoretical, practical and policy implications, reinforcing the understanding of how new forms of work may support the effective design of flexible and sustainable organizational models.

Digital transformation has challenged public administrations in terms of their decision-making processes, relationships with citizens and internal management issues, such as workflows, teamwork, leadership, culture and human resources management. Digitalization processes have brought about the introduction of new forms of working that have revolutionized traditional work practices by redefining individual and organizational boundaries, and social bonds with the introduction of greater flexibility and autonomy in the choice of space, time and technological tools. These issues have prompted research on the growing intensive use of agile working, e.g., smart, remote, hybrid work, from different angles including organizational or job design, human-centeredness or ethics of technologies adopted, and their effects on quality of work, employee well-being, organizational models, and economies overall.

This book provides a holistic picture of digital transformation in the public sector paying attention to its effects at the individual level but also considering the interdependency between the individual, organizational and context/societal levels. It collects original theoretical and empirical contributions addressing how digital transformation is shaping organizational practices, new forms of work and workplaces in the public sector. It employs a comprehensive mixed methodology comprising qualitative, quantitative, and emerging digital research methods, to explore the multifaceted and complex nature of this topic at different levels and to render the study trustworthy.

By exploring both positive and negative aspects of digital transformation, the book offers a holistic picture that supports theoretical, practical and policy implications, reinforcing the understanding of how new forms of work may support the effective design of flexible and sustainable organizational models.

The potential of Artificial Intelligence (AI) to reshape Human Resource Management (HRM) practices is profound, but it also presents challenges that require careful consideration, particularly in terms of ethics, inclusivity, and sustainability. However, knowledge about whether and how this transformation is actually occurring remains limited. This book aims to provide a theoretically informed and empirically grounded examination of AI''s role in shaping the future of HRM and work.

The book explores HRM technologies using a configurational approach, which views HRM practices as a blend of operational, relational, and transformational elements. It consistently addresses the dual perspectives on AI—its transformative potential and the concerns surrounding its disruptive impact on the future of work and management. In doing so, the book draws on ongoing original research, including an analysis of vendors'' value propositions and insights from scholars and experts. Real-life applications of AI in HRM are also thoroughly covered, offering insights into algorithmic management, AI-driven relational HRM configurations, and AI-augmented HRM.

The book dedicates significant attention to the ethical implications of AI and how they can be addressed through Responsible AI principles. Ultimately, it establishes a framework for future research and practice, serving as a crucial reference for scholars, practitioners, and policymakers.