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The current focus worldwide on strengthening the digital economy through an expansion of digital work activities constitutes an important opening in terms of creating opportunities for refugees to earn a livelihood in transit countries, such as Indonesia. However, the actual opportunities are also critical in demonstrating the unfulfilled promises and negative consequences of refugee involvement in the digital economy. In Indonesia, where most refugees are in a protracted situation of transit but are not allowed to work, the digital economy has become an alternative means to help them become self-reliant. This article aims to investigate the opportunities and constraints of digital work for refugees in Indonesia by utilising data from in-depth interviews with several refugees, care organisations and government agencies. Our findings indicate that the engagement of refugees in the digital economy has brought a transformative impact on their lives, offering them income-generating activities and even unlocking alternative pathways towards resettlement. However, this article suggests that the digital economy cannot be considered a solution for every refugee in Indonesia because technological developments also produce new forms of exclusion and exploitation. [ABSTRACT FROM AUTHOR]

BACKGROUND: Artificial intelligence (AI) is a rapidly advancing field that is beginning to enter the practice of medicine. Primary care is a cornerstone of medicine and deals with challenges such as physician shortage and burnout which impact patient care. AI and its application via digital health is increasingly presented as a possible solution. However, there is a scarcity of research focusing on primary care physician (PCP) attitudes toward AI. This study examines PCP views on AI in primary care. We explore its potential impact on topics pertinent to primary care such as the doctor-patient relationship and clinical workflow. By doing so, we aim to inform primary care stakeholders to encourage successful, equitable uptake of future AI tools. Our study is the first to our knowledge to explore PCP attitudes using specific primary care AI use cases rather than discussing AI in medicine in general terms. METHODS: From June to August 2023, we conducted a survey among 47 primary care physicians affiliated with a large academic health system in Southern California. The survey quantified attitudes toward AI in general as well as concerning two specific AI use cases. Additionally, we conducted interviews with 15 survey respondents. RESULTS: Our findings suggest that PCPs have largely positive views of AI. However, attitudes often hinged on the context of adoption. While some concerns reported by PCPs regarding AI in primary care focused on technology (accuracy, safety, bias), many focused on people-and-process factors (workflow, equity, reimbursement, doctor-patient relationship). CONCLUSION: Our study offers nuanced insights into PCP attitudes towards AI in primary care and highlights the need for primary care stakeholder alignment on key issues raised by PCPs. AI initiatives that fail to address both the technological and people-and-process concerns raised by PCPs may struggle to make an impact.

Summary: The rapid digitalization of work, accelerated by the COVID‐19 pandemic, has fundamentally transformed organizational behavior and necessitated a reconceptualization of inclusion in virtual spaces. This editorial synthesizes six groundbreaking studies that advance our understanding of inclusive organizational behavior (IOB) in digital contexts. Drawing on these contributions, we propose a novel, multilevel framework for digital IOB that integrates individual, group, and organizational factors shaping inclusive experiences in virtual and hybrid work arrangements. Key themes emerging from the studies include (1) reconceptualizing inclusion for digital contexts, (2) multilevel dynamics of digital inclusion, and (3) technology as both enabler and barrier to inclusion. Our framework conceptualizes digital IOB as arising from complex interactions between individual, group, and organizational factors, mediated and moderated by technological infrastructures and practices. We discuss theoretical and practical implications, highlighting the need for holistic, systemic approaches to fostering digital inclusion and outlining promising avenues for future research in this critical area. [ABSTRACT FROM AUTHOR]

The recent literature on platform work and the welfare state has stressed that, despite being affected by high‐income insecurity, platform workers cannot easily access social protection. However, it is unclear why platform workers encounter such barriers. This article offers an inductive and empirically based theoretical framework to investigate the obstacles faced by platform workers. It shows that the barriers experienced by platform workers depend on the eligibility criteria, the assessment criteria and the trade‐off between taxation and social protection. The article substantiates these claims by offering both a policy analysis of formal arrangements and a qualitative analysis of the lived experiences of welfare of 101 platform workers in Italy, Sweden and the UK during COVID‐19. The research found that, while many platform workers attempted to access social protection during COVID‐19, platform workers' access to social protection was affected by their positionality as outsiders, which clashes with the eligibility criteria (in Sweden and Italy); by the irregular nature of platform work, which contrasts with the rigidity of the assessment criteria (in the UK, Italy and Sweden); and by the implicit trade‐off experienced by platform workers between minimising taxation and accessing to social protection (in the UK and Italy). [ABSTRACT FROM AUTHOR]

Digital nomadism allows individuals to travel worldwide while using various forms of information technology (IT) to work digitally. Places like Chiang Mai, Thailand, and Canggu, Bali/Indonesia, have gained popularity among digital nomads in the past decade. In contributing to the economies of local communities, these nomads, with their unique characteristics, are an interesting, new visitor type. Governments worldwide are starting to recognise the potential of digital nomadism to improve local visitor economies. However, the impacts of digital nomadism on local communities, their culture and economies, are not without challenges and require further understanding. Almost all existing studies on digital nomadism focus on the nomads themselves, while, in this study, we take the perspective of the locals visited by digital nomads. Using the case study of Chiang Mai, the "digital nomad capital", we answer the following research questions: What are the impacts of digital nomadism on local communities? How do digital nomads compare to other visitor types within the visitor economy of a local community? Our findings reveal diverse socio‐cultural, economic and technological impacts and how locals in Chiang Mai evaluate digital nomads differently compared to other types of visitors. This research, grounded in an in‐depth case study, contributes to a better understanding of digital nomadism by offering new knowledge about its ambivalent impacts on local communities. We also discuss contributions to the wider literature and implications for policy. [ABSTRACT FROM AUTHOR]

This paper makes the case for an evolutionary mismatch between digital work and the way human ancestors engaged in work. Psychological adaptations for producing things that early humans needed to survive and thrive, such as cognitive mechanisms for obtaining and processing food, toolmaking, and learning valuable working skills, evolved in the context of small networks of hunter–gatherers. These adaptations are central to understanding the significance of work in human evolution. Evolutionary mismatches operate when novel environments cue ancestral adaptations in ways that no longer provide adaptive benefits. We argue that digital work, although efficient and productive, is misaligned with some fundamental human needs, preferences, and routines, thereby illuminating a potential dark side. Yet digitalization also offers opportunities for matching the modern work environment to our evolved work psychology. We conclude with an agenda for advancing research in industrial and organizational psychology on digital work from an evolutionary mismatch perspective. Digital Work and Human Evolution: This paper talks about how the way we work now with computers and digital technology is verydifferent from how our human ancestors used to work. Our ancestors had to do specific tasks to survive, like finding food and making tools. These tasks were done in small nomadic groups. Our brains evolved to be good at these tasks. But now, our work is mostly done on computers with digital tools. This can sometimes make us feel stressed or unhappy because it doesn't match up with what our brains are good at. However, there are also positive things about working with digital technology, for example, that we can work from anywhere. We should do more research on this topic to understand it better. [ABSTRACT FROM AUTHOR]

Workplace cyberbullying has garnered significant attention, although the most focus has centred on its effects on work, related stressors, and consequences. Workplace cyberbullying has a detrimental impact on employees and undermines the effectiveness of information systems. It is crucial to review the existing body of work to understand the dynamics of cyberbullying in modern digital workplaces. The literature study has focused on synthesizing existing literature to define workplace cyberbullying accurately. It aims to uncover underlying theories and their implications on individuals affected by cyberbullying. The study examines the significance of researching workplace cyberbullying and how existing evidence informs our understanding. Lastly, it explores the critical role of Human Resource Development (HRD) in addressing and mitigating cyberbullying incidents, emphasizing their importance in this context. By conducting an integrated assessment of 52 empirical research works, this research can provide valuable insights into the frequency, causes, and consequences of cyberbullying, allowing organizations to establish policies and measures to protect their employees and promote a positive workplace culture. This review will enable the research community to grasp the concept of workplace cyberbullying and assess the current state of research in the field.

This paper explores a paradigm shift in work culture in the contemporary art sector due to digital transition and the introduction of AI. New ways of working with AI and digital software are embedded and normalized in everyday Chinese artistic practices. This work includes new forms of creativity and efficiency, yet, simultaneously includes new types of digital labour. This paper conceptualizes this as "digital art work," which draws attention to the often-overlooked aspects of artists' work, particularly their everyday artistic practices that increasingly include digital software and AI. What is the role and position of the artist in an environment where digital software and AI are becoming more central in artistic creation? How do artists creatively (mis)use AI? What does this paradigm shift in work culture mean for the future of the artist's role and the future of the contemporary art sector? This paper draws on 48 semi-structured interviews with visual artists and arts professionals, including painters, sculptors, mixedmedia, and internet artists as well as contemporary art gallery owners, museum project directors, curators, and culture policymakers living and working in China during 2023. The findings show how Chinese artists are mastering AI and opening up new spaces for creativity and how the contemporary art sector in China has already transitioned to a new "digital way" in artistic creation. These findings can help to create policy around AI globally and provide solutions for the sustainability of the artist profession and the future of the contemporary art sector. [ABSTRACT FROM AUTHOR]

Understanding the mechanisms of work interruptions is crucial for reducing employee strain and maintaining performance. For this purpose, a study was conducted that examined how different interruptions and different characteristics of an interruption affect employees' self-reported exhaustion. Specifically, a survey examined the effect of work interruptions due to different interruption types (email, short message, call, person) from different senders (e.g. supervisor, colleague) and with different contents (e.g. new task, relevant information). Data were gathered from 492 office workers in Germany during one working day. Structural equation models were calculated to assess mediation and moderation to answer the question to what extent characteristics of work interruptions have a negative impact on employees´ burnout symptoms. The results indicate that work interruptions cannot be examined purely on the basis of the frequency but must be considered in relation to the resulting overload, whereby different characteristics of work interruptions have different effects for the interrupted person. The results underline the importance of considering work interruptions in a more complex way than has previously been done to derive guidelines for human-friendly digital work design. [ABSTRACT FROM AUTHOR]

Crowdwork is often characterised by low incomes and insecure employment conditions. Nevertheless, the business models of crowdwork platforms require a sufficiently large number of crowdworkers. Like other markets, the market for crowdwork is socially constituted, and platform providers try to influence market activities by creating certain images of crowdwork. For platform providers, it is crucial to build a narrative that makes working on the platform attractive to potential crowdworkers. This article examines how platforms present themselves to crowdworkers. Therefore, the self-representation of German-language platforms is analysed. It can be shown that the narratives used and the stories told about crowdwork differ from type to type. Only some of the platforms describe crowdwork as a form of 'real' employment. These platforms obviously address (solo-) self-employed people, particularly those working in the IT sector or the creative industries. But even these platforms mainly describe crowdwork as an additional source of income. Especially when earning potential is low, a lot of platforms try to point out other advantages of crowdwork. [ABSTRACT FROM AUTHOR]

Work performed by digital means is one of many societal transformations caused by the prevalence and continuous adoption of digital technologies. Free of the constraints of location and time, digital work has the potential to disrupt the mental and physical separation of work from leisure. Using an exploratory qualitative approach based on narrative futuring, work and leisure orientations of future digital workers are imagined in relation to digital technologies. Insights were obtained from twenty-five digital workers who were asked to imagine their digital worker selves in 2030. Borrowing from aspects of the Serious Leisure Perspective supported by the Mobility and Connectivity paradigms, future types of digital workers are proposed. Findings indicate a trend towards increased dissolution of the distinction between work and leisure. Implications for the organizations managing this type of worker are discussed, along with reflections on the changing nature and meaning of work and leisure. [ABSTRACT FROM AUTHOR]

The aim of the present study is to analyse the impact of the regulation of new technologies inspired by the risk-based approach, and in particular to examine the role of trade unions in the identification, assessment, management and mitigation of risks to workers’ rights. Through the analysis of the regulation inspired by the risk-based approach (GDPR, IA Act and the proposal for a directive on the improvement of working conditions in platform work), the essay identifies a new trend towards the proceduralisation of risk management, functional to preserve the effectiveness and efficacy of traditional labour regulation.

Abstract Background Artificial intelligence (AI) is a rapidly advancing field that is beginning to enter the practice of medicine. Primary care is a cornerstone of medicine and deals with challenges such as physician shortage and burnout which impact patient care. AI and its application via digital health is increasingly presented as a possible solution. However, there is a scarcity of research focusing on primary care physician (PCP) attitudes toward AI. This study examines PCP views on AI in primary care. We explore its potential impact on topics pertinent to primary care such as the doctor-patient relationship and clinical workflow. By doing so, we aim to inform primary care stakeholders to encourage successful, equitable uptake of future AI tools. Our study is the first to our knowledge to explore PCP attitudes using specific primary care AI use cases rather than discussing AI in medicine in general terms. Methods From June to August 2023, we conducted a survey among 47 primary care physicians affiliated with a large academic health system in Southern California. The survey quantified attitudes toward AI in general as well as concerning two specific AI use cases. Additionally, we conducted interviews with 15 survey respondents. Results Our findings suggest that PCPs have largely positive views of AI. However, attitudes often hinged on the context of adoption. While some concerns reported by PCPs regarding AI in primary care focused on technology (accuracy, safety, bias), many focused on people-and-process factors (workflow, equity, reimbursement, doctor-patient relationship). Conclusion Our study offers nuanced insights into PCP attitudes towards AI in primary care and highlights the need for primary care stakeholder alignment on key issues raised by PCPs. AI initiatives that fail to address both the technological and people-and-process concerns raised by PCPs may struggle to make an impact.

The essay explores how the digital revolution has put the issue of risk and responsibility back at the center of labour law and analyses the tools through which the law can govern possible advantages and potential risks connected to digital technology applied to human work, as well as assign liability for damages. The new risk-based legal approaches are compared with traditional protection techniques and with other models of responsibility, in search of a new measure of the socially and ethically acceptable risks of AI.

Objective: With the growing dissemination of digital technologies in the workplace, technologies itself and related factors are increasingly discussed as an additional source of work stress, often referred to as technostress. This article explores whether techno-unreliability as a dimension of technostress is associated with burnout. Methods: We perform linear regression analyses based on a large representative sample of German employees collected in 2019. We distinguish between information and communication technology users (n = 4702) and tool users (n = 1953). Interaction models explore whether individual and workplace-related factors might moderate the relationship. Results: The results indicate that Ute more frequently employees experience techno-induced interruptions (as an indicator for techno-unreliability), the stronger their burnout symptoms. Interaction models reveal that social support and job autonomy might buffer this association. Conclusions: Ensuring reliable technology and technical support can reduce employee stress. [ABSTRACT FROM AUTHOR]

Motivation: With rising unemployment in South Africa, new forms of digital work transcend legal conceptions and discourses on work. Uber's digital labour platform (DLP) has the potential to reduce unemployment and improve the livelihoods of South African households. Purpose: We examine the nature of employment through digital platforms to assess how such employment conforms to labour law and regulation in South Africa, the responsibility of the Department of Employment and Labour (DEL). Methods and approach: We review the literature on the gig economy, decent work, and labour relations. We examine Uber DLP in South Africa to assess its potential to create decent work given DEL's current labour regulations. We analyse factors that harm the relationship between Uber DLP and DEL. Findings: Despite numerous constitutional provisions governing DLP and DEL, Uber DLP workers in South Africa are considered independent contractors not entitled to employee benefits. Uber DLP employees in South Africa make less than the national minimum wage after the platform deducts its fees. Few professional drivers own the cars they drive; they rent them from owners, known as "partners," and split the earnings, meaning that the drivers earn very little. Policy implications: DEL needs to establish a balance between flexibility and labour standards. DEL should preserve workers' rights and ensure financial stability in the digital age. Labour laws should be updated based on reliable data while considering the effects of digitally enabled employment on society and the economy. Platform workers need the same protection at work as other workers. [ABSTRACT FROM AUTHOR]

Background: The pandemic has accelerated digital work transformation, yet little is known about individuals' willingness to sustain such digital modes and its associated factors. A better understanding of this willingness and its drivers is crucial for guiding the development of future digital work infrastructure, training programs, and strategies to monitor and prevent related health issues. Objective: This study aims to quantify the general population's willingness to sustain pandemic-induced digital work, identify its associated factors, and examine how screen time moderates these relationships. Methods: A cross-sectional study was conducted targeting Hong Kong residents aged ≥18 years who have increased engagement in digital work since the pandemic. Data were collected through self-reported, web-based surveys. Descriptive statistics determined prevalence rates, while structured multiphase logistic regression identified associated factors and explored the moderating effects of screen hour levels. Results: This unfunded study enrolled 1014 participants from May 2 to June 24, 2022, and completed data analysis within 3 months after data collection. A total of 391 (38.6%; 95% CI 35.6%-41.6%) participants expressed willingness to sustain digital work. Positive factors associated with this willingness included being an employee (odds ratio [OR] 3.12, 95% CI 1.59-6.45; P =.001), being health professionals (OR 3.32, 95% CI 1.49-7.82; P =.004), longer screen hours (OR 1.09, 95% CI 1.03-1.15; P =.002), and higher depression levels (OR 1.20, 95% CI 1.01-1.44; P =.04). Conversely, negatively associated factors included older age (OR 0.87, 95% CI 0.81-0.94; P =.001), extroversion (OR 0.66, 95% CI 0.51-0.86; P =.002), higher eHealth literacy (OR 0.96, 95% CI 0.93-0.98; P <.001), perceived greater susceptibility to COVID-19 (OR 0.84, 95% CI 0.74-0.96; P =.009), residence in a high-severity COVID-19 community (OR 0.73, 95% CI 0.63-0.84; P <.001), having infected individuals in the immediate social circle (OR 0.64, 95% CI 0.46-0.88; P =.006), higher BMI (OR 0.94, 95% CI 0.90-0.99; P =.02), feelings of being out of control (OR 0.96, 95% CI 0.93-0.98; P =.002), and higher fear of COVID-19 (OR 0.96, 95% CI 0.94-0.98; P =.001). In addition, a moderating effect of screen hour level (high: >8 h/d; low: ≤8 h/d) influenced the association among 10 factors related to willingness to sustain pandemic-induced digital work, including age, education level, household size, needs for regular medical care, BMI, frequency of both vigorous and moderate physical activities, perceived COVID-19 severity, immediate social circle COVID-19 presence, and fear of COVID-19 (all P values for interaction <.05). Conclusions: The substantial willingness of the general population to sustain digital work after the pandemic highlights the need for robust telework infrastructure, thorough monitoring of adverse health outcomes, and the potential to expand telehealth services among this group. The identification of factors influencing this willingness and the moderating role of screen hours inform the development of personalized strategies to enhance digital work acceptance where needed. [ABSTRACT FROM AUTHOR]

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The aim of this paper is to develop a theoretical vocabulary that allows us to better understand not only the visible effects of digitalization on organizations but also the invisible work that arises in and around the digitalized organization to prepare, maintain and repair its key features. Drawing on feminist science and technology studies and their classic concept of invisible work, we challenge some of the dominant spatial root metaphor assumptions in current research and develop an alternative metaphoric of digital work and the digitalized organization. We develop the theoretical concept of invisible digi-work as a corollary to the already established concept of digital work and flesh out three types of work that we conceptualize as invisible connecting, compensating and cleaning work. This analytical framework captures aspects of work that tend be out of sight and devalued in dominant accounts. As such, it represents a theoretical alternative to imageries of digital spaces that lead to an overemphasis on the affordances of new digital technologies, establishing an alternative ground for interrogating work at margins, which is essential to the constitution of digitalized organizations. Theorizing invisible digi-work is in line with recent calls in organization studies to go beyond the visual and investigate the indirect and less visible implications of digitalization. [ABSTRACT FROM AUTHOR]

BACKGROUND: Research demonstrates that work interruptions are considered one of the most common work stressors. Understanding the mechanisms of work interruptions is therefore vital to reducing worker stress and maintaining performance. OBJECTIVE: The aim of this research is to investigate the influence of the frequency of work interruptions on subjective workload in the context of office work. Specifically, the mediating influence of interruption perception as well as the moderating influence of the complexity of the primary task are examined. METHOD: The work interruptions of 492 office workers in Germany were collected by means of a one-day diary study. A mediation model and a conditional indirect effect model were calculated to examine the influence of interruption frequency on subjective workload, mediated by the individual perception of these interruptions as well as moderated by the complexity of the primary work tasks. RESULTS: The analyses indicated a significant mediation and moderation. This implies that, on the one hand, the perception of work interruptions significantly mediates the relationship between the frequency of work interruptions and subjective workload. On the other hand, more complex primary work tasks seem to strengthen the positive relationship between interruption frequency and perceived interruption overload. CONCLUSION: The study underlines that work interruptions need to be considered in a much more differentiated way than is currently the case. Both in research and in terms of intervention measures in the work context, the various influencing factors need to be identified for an assessment of the effects on the working person to be possible. [ABSTRACT FROM AUTHOR]

The advent of ‘digital’ ways of working and organising is unequivocally transforming the very fabric of work, leading to an increasingly uncertain, unsettled, and fluid environment. Research has traditionally anchored worker identity in fixed and place-bound concepts. However, in the digital workplace, where work is more akin to a performance, unfolding over time, and processual in nature, our understanding of work and theories of worker identity are called into question. In this paper, we ask the question: how is digital worker identity performed in such fluid and unsettled work settings? To explain digital worker identity performance, we investigate digital nomadism as an extremely fluid and unsettled case of digital work. We study digital nomads, high-skilled professionals who use digital technologies to work remotely and lead a nomadic lifestyle, in a multi-sited ethnographic field study. Based on a process-relational perspective, we are theorising how the identity of digital nomads, their “becoming,” is performed as an ongoing process along lines of identity performance. This is an intermediate “product of theorising,” in accord with the aim of the special issue, but provides a foundation for a novel process-relational theory of identity performance in unsettled digital work. [ABSTRACT FROM AUTHOR]

In this paper, I explore what shapes the identities of digital nomads (DNs), a class of remote workers who travel and work concurrently. Through extensive fieldwork and interviews with 50 digital nomads conducted in seven co-working hostels in Mexico in 2022, I construct a theory of DN identity. I base this upon the frequent transformations they undergo in their Circumstances, which regularly change their worker identity. DNs relinquish traditional social determinants of identity, such as nationality and religion. They define their personal identities by their passions and interests, which are influenced by the people they meet. DNs exist in inherently transitive social spaces and, without rigid social roles to fulfil, they represent themselves authentically. They form close relationships with other long-term travellers to combat loneliness and homesickness. Digital nomads define their worker identities around their location independence. This study shows that DNs value their nomadic lifestyle above promotions and financial gain. They define themselves by productivity and professionalism to ensure the sustainability of their lifestyle. Furthermore, digital nomad coworking hubs serve focused, individual work, leaving workplace politics and strict 'office image' norms behind. Without fixed social and professional roles to play, digital nomads define themselves personally according to their ever-evolving passions and the sustainability of their nomadic life. Based on these findings, I present a cyclical framework for DN identity evolution which demonstrates how relational, logistical, and socio-personal flux evolves DN's worker identities. [ABSTRACT FROM AUTHOR]

Work-life balance is an important topic in both private and public sectors. Studies show that work-life balance is a central issue that affects the well-being of the worker, as family and work are some of the most important elements of the quality of life of any individual. The competing demands of work and family life cause conflict and negatively affect workers' well-being. Well-being is measured by levels of family satisfaction, job satisfaction and psychological stress. Among the main causes of work-family conflicts are excessive working hours and inflexible work schedules. Employers can improve this fact by implementing family-friendly initiatives such as flexible working hours, time off, shortened work week, child and elder care support, etc. The aim of this article is to analyze the idea of work-life balance (WLB) for the new times after the COVID-19 pandemic from the perspective of workers, and to indicate an innovative approach to the implementation of worklife balance tools. [ABSTRACT FROM AUTHOR]

The current scale and duration of displacement prompts renewed urgency about livelihoods prospects for displaced people and the role of humanitarian organisations in fostering them. This special issue focuses on how aid organisations, together with the private sector and other actors, have worked to include refugees in new forms of online work within the web-based digital economy. Building on comparative analysis and a comprehensive review of the field of digital livelihoods among the forcibly displaced, in this introductory article we argue that including refugees in this digital economy is currently neither a sustainable form of humanitarian relief nor is it a development solution that provides large-scale decent work. We show how digital livelihoods approaches have gained a special footing in the middle ground between short-term economic relief and long-term development. Indeed, digital economies seemingly offer a variety of ‘quick-fix’ solutions at the transition from humanitarian emergency towards long-term development efforts. While digital economies harbour significant potential, this cannot be fully realised unless current efforts to include refugees in digital economies are complemented by efforts to address digital divides, uphold refugees’ rights, and ensure more decent working conditions.

This article aims to contextualize Ulrich Beck's thoughts, "Risk Society," regarding precarious digital work in Purwokerto, Central Java, Indonesia. Data was obtained through mixed methods involving forty data sources that carry out digital work of a precarious nature in the online transportation and freelance sectors. The finding of this article is that "Risk Society" can be contextualized through the modernization of the world of work through the gig economy and digital work. Furthermore, modernity also creates three traps in the form of deskilling in the reality of digital work, creating alienation on platforms and dependence on algorithms. Lastly, modernity also creates a reduction in the role of the state when a reflective nature does not accompany it.

The human-centered AI approach posits a future in which the work done by humans and machines will become ever more interactive and integrated. This article takes human-centered AI one step further. It argues that the integration of human and machine intelligence is achievable only if human organizations—not just individual human workers—are kept "in the loop." We support this argument with evidence of two case studies in the area of predictive maintenance, by which we show how organizational practices are needed and shape the use of AI/ML. Specifically, organizational processes and outputs such as decision-making workflows, etc. directly influence how AI/ML affects the workplace, and they are crucial for answering our first and second research questions, which address the pre-conditions for keeping humans in the loop and for supporting continuous and reliable functioning of AI-based socio-technical processes. From the empirical cases, we extrapolate a concept of "keeping the organization in the loop" that integrates four different kinds of loops: AI use, AI customization, AI-supported original tasks, and taking contextual changes into account. The analysis culminates in a systematic framework of keeping the organization in the loop look based on interacting organizational practices. [ABSTRACT FROM AUTHOR]