Is digitalization causing organizational dehumanization? The role of human resource management as a mediator

Digitalization has become a necessary component of modern organizations. Digitalization has many well-known benefits and drawbacks for companies; however, what is more important—and worthy of research—is its impact on employees, specifically, how they perceive their roles and identities amid digital transformation. Throughout the history of technological transformations, employees have often feared replacement by machines, resulting in the disappearance of certain professions and, in more severe cases, widespread unemployment. Although such concerns may still be regarded as assumptions, the undeniable reality is that digitalization has fundamentally transformed the nature and structure of work. These changes in work are likely to affect how employees perform their tasks, but most critically, “the perception that one’s work has worth.” Conversely, the alterations induced by digital transformation may reduce employees’ job autonomy and sense of fulfillment, while technology-centric environments may weaken interpersonal ties, leading to feelings of isolation and organizational dehumanization. At this pivotal moment, human resource managers assume a crucial role, serving as essential facilitators of digital transformation to ensure employee well-being and reduce the risk of dehumanization, as employees constitute the most precious asset in any organization.