Book Description

The consistent development of information technology (IT) paves the way for companies to make the shift to digital work as their principal mode of operation. This is made feasible by the rapid progress of IT. As a consequence of this, employers are putting pressure on employees to adapt to new forms of employment, which may include less interaction with other people but more interaction with information technology. However, as a consequence of these new ways of doing things, workers won't be able to carry out their responsibilities with the same principles and beliefs that they have been used to bringing to the table in the past. The continual upheaval that takes place in the workplace has the potential to influence the self-beliefs that constitute a person's professional identity at work, also known as the perception of one's function in the workplace. This is because self beliefs are sensitive to being influenced by the perception of one's function in the workplace. The act of having one's identity questioned by an experience that is in direct opposition to who they are may result in a decline in one's sense of self-worth as well as a potential threat to the integrity of one's identity. As a consequence of this, it is possible that activities that are targeted at maintaining self-esteem connected with identity will be necessary in light of the fact that the landscape and experiences of a number of professions have been transformed as a result of the development of technology. The digitization of workplaces is directly responsible for the growing popularity of digital labour as the normal operating procedure in organisations. One of the primary factors that is driving this discussion is the continuing development of artificial intelligence (AI), which can be defined as "the ability of a machine to perform cognitive functions that we associate with human minds, such as perceiving, reasoning, learning, interacting with the environment, problem-solving, decision-making, and even demonstrating creativity." Artificial intelligence is put to use in many different capacities within the field of digital labour, including (managerial) decision making, data analysis and prediction work, or (human-AI) interaction. 1 | P a ge Because of this, artificial intelligence will continually bring about changes to working environments and professions, perhaps putting the lives of people whose jobs are replaced by computers in jeopardy. On the other hand, this might lead to a reduction in value if the people who utilise AI systems have major variances in their perspectives. In addition, the use of AI has the potential to contribute to the growth of ambiguity and the invasion of individuals' right to personal privacy. The phrase "dark side of AI" is often used to refer to this undesirable phenomenon, which outlines the ways in which AI offers risks for individuals, businesses, and society as a whole. However, the adoption of AI in enterprises may not only eliminate or modify current jobs but also create new sectors of labour, such as in the disciplines of engineering, programming, or even social domains. This is because AI may be able to perform some or all of the tasks associated with these vocations. This is due to the fact that AI is capable of learning new things and adjusting to its surroundings. There is an ongoing sense of optimism over artificial intelligence and the economic effects that it will have (Selz, 2020). The public discourse about artificial intelligence has been more optimistic over the last several years; despite this, the concern that AI would displace current jobs continues to outweigh the potential for human and AI collaboration in the future. The interaction between humans and artificial intelligence demonstrates that people's views of AI are based on a wide variety of features to varying degrees. For example, salient signals, affordances, or collaborative interaction may have an effect on a person's emotions and, as a consequence, their intents about artificial intelligence (Shin, 2021). The manner in which an employee applies technology in the course of their work contributes to the formation of that employee's sense of self identity. In order to investigate this matter in a way that is adequate, we are going to adopt the perspective of Carter and who define the word "IT identity" as "the extent to which a person views use of an IT as integral to his or her sense of self." This will allow us to investigate this matter in a manner that is adequate. It is possible that the implementation of AI in the workplace will run opposite to the employees' identification with their activities, which may cause them to engage in resistive behaviours such as an aversion to algorithms on their part. The phenomenon known as "algorithm aversion" is characterised by the fact that employees, when faced with the same conditions as before, prefer to get assistance from a human being rather than from a computer programme. A possible definition of IT identity danger is "the anticipation of harm to an individual's self-beliefs, caused 2 | P a ge by the use of an IT, and the entity it applies to is the individual user of an IT." The individual user of an IT is the entity to whom this definition applies.A term that might be used to describe this obstruction is "IT identity threat." As a consequence of this, having an awareness of the development of upcoming predictors that impact AI resistance based on IT identity risks is very necessary. This is owing to the fact that it is anticipated that the introduction of AI would modify employment inside enterprises, which in turn may have an influence on the identities of the individuals working in such firms.