Jul 2026· Digital Theory, Culture & Society· 0 citations· 56 references
TL;DR
An integrative conceptual framework linking algorithmic workplace practices, ethical challenges, and employee well-being, moderated by organizational support, AI transparency, digital capability, and ethical leadership is contributed, alongside a practical framework for implementing sustainable, human-centered AI governance in digital workplaces.
Abstract
The rapid expansion of AI-mediated workplaces has transformed digital work culture, reshaping how organizations manage, monitor, and evaluate employees. While AI-driven systems enhance operational efficiency and support data-driven governance, they also raise ethical concerns regarding surveillance, autonomy, fairness, and employee well-being. This study presents a Systematic Literature Review (SLR) using the PRISMA framework and thematic synthesis to identify and analyze 44 peer-reviewed articles published between 2015 and 2026 from six databases: Scopus, Web of Science, ScienceDirect, Emerald Insight, SpringerLink, and Google Scholar. The findings are organized into six themes: AI adoption in digital workplaces, employee trust in AI, ethical tensions in algorithmic decision- making, algorithmic management and workplace control, psychological well-being, and human-centered AI governance. The review shows that, despite improving organizational performance, AI-mediated systems contribute to technostress, burnout, AI anxiety, identity threats, and reduced worker autonomy. Key ethical concerns include algorithmic bias, opacity, discrimination, and inadequate institutional governance. This study contributes an integrative conceptual framework linking algorithmic workplace practices, ethical challenges, and employee well-being, moderated by organizational support, AI transparency, digital capability, and ethical leadership, alongside a practical framework for implementing sustainable, human-centered AI governance in digital workplaces.
This review highlights the need for more temporally sensitive, context-specific, and resource-oriented research, and proposes an integrative framework to guide future research and support the design of healthier and sustainable digital workplaces.
Sharmila Rani Moganadas, Gerald Guan Gan Goh, Chew Sze Cheah et al.· Societies· 0 citations
The findings support the view that perceived intrusiveness and non-disclosure of monitoring threaten basic psychological needs and relational cohesion, and socially responsible surveillance grounded in transparency, participatory design, and ethical governance is key to reconciling organizational accountability with employee trust, autonomy, and well-being.
Laura Aghedo· International journal of res...· 0 citations
Purpose: Generation Z, the newest cohort entering the labour market, brings workplace expectations that differ markedly from those of earlier generations. This paper consolidates contemporary research to examine how Gen Z’s workplace expectations intersect with prevailing organizational cultures and to identify the organizational mechanisms most effective in supporting retention.
Design/methodology/approach: A thematic review of peer-reviewed studies published between 2020 and 2025 was conducted. A Scopus database search using the keyword “workplace expectation” returned 182 documents, which were screened in three stages to produce a final corpus of 59 papers. The selected studies were coded deductively in NVivo, guided by two research questions, and organized around three broad dimensions: HR policy adaptability, the integration of digital HRM practices, and sustainability-driven organizational methods.
Findings: The synthesis shows that Gen Z consistently expects flexibility and autonomy, continuous learning and meaningful work, open communication with supportive leaders, and value-based organizations that act on their ethical, diversity, and social commitments. These expectations reflect a changed psychological contract in which growth and purpose are basic conditions of engagement rather than rewards for loyalty. However, a persistent gap remains between these expectations and actual management practice, as many organizations still rely on top-down authority and rigid hierarchies, fuelling disengagement and turnover.
Practical implications: Organizations should shift from controlling to coaching leadership, build culture and psychological safety from onboarding onward, keep communication transparent, protect well-being and work-life balance, and offer fair, personalised rewards and continuous upskilling.
Originality/value: By synthesising a fragmented body of literature, the paper offers an integrated framework linking Gen Z expectations to organizational culture and human resource practice, along with directions for future longitudinal and cross-national research.
Nisha Pawaria· International Journal of Glo...· 0 citations
In digital transformation contexts, organizational change remains challenging especially when employee resistance is underestimated and change management efforts are fragmented. This study presents a systematic review on organizational change with a focus on resistance dynamics, change management frameworks, and the role of emerging technologies in technology-enabled transformation. Following PRISMA 2020 guidelines, 83 peer-reviewed articles were screened and analyzed using thematic and bibliometric approaches. This review integrates resistance to change, change management models, and digital transformation within a unified socio-technical perspective. The findings show that resistance is shaped by interrelated individual, organizational, and cultural factors. On the other hand, successful transformation is consistently associated with transparent communication, inclusive leadership, psychological safety, and cultural alignment. Moreover, the study shows that technologies such as gamification, AI-powered chatbots, and virtual and augmented reality can strengthen engagement, learning, and participation when embedded within broader change management processes. The bibliometric analysis identifies major intellectual trends, influential contributors, and emerging directions in the field. Overall, the study offers an integrated theoretical and practical foundation for understanding how human and technological factors jointly shape organizational change in digital transformation.
Ryan Alshaikh, Israa Al-Khafaf, Vian Ahmed et al.· International Journal of Eng...· 0 citations
A novel Ethical Dual-Pathway Technology Acceptance Model (EDP-TAM) is advanced, offering actionable guidance for organizations to implement AI that simultaneously optimises performance and safeguards employee well-being.
Investigating the governance of AI systems in HR through four questions shows near-universal support for governance frameworks, with trust significantly associated with professional role, AI familiarity, and governance orientation.
Sapheya Aftimos, D. Hassoun· AHFE International· 0 citations
