This study examines how technology implementation within workplaces impacts job ending among employees. We advance the literature on the labor market consequences of new technologies by focusing on their impact within workplaces where they are implemented, rather than inferring from aggregate labor structural changes. We also address how the impact of technology differs depending on workers education, organizational tenure and age. Using large-scale Dutch matched employer-employee panel data directly measuring technology implementation, we find that technology implementation is associated with an overall decrease in the probability of job ending. In line with the skill biased technological change hypothesis, higher educational attainment is associated with lower probabilities of job ending. Furthermore, we find older workers (around 50+) and workers with longer organizational tenure (around 12+ years) to have a higher probability of job ending when technology is implemented. Finally, we do not find the effects of technology implementation to differ depending on the union density of the industry in which an enterprise operates.

这项研究考察了工作场所的技术实施如何影响员工的工作结局。通过关注新技术在实施新技术对工作场所的影响，而不是从总体劳动力结构变化中得出结论，我们推进了有关新技术对劳动力市场后果的文献研究。我们还将探讨技术的影响如何根据工人的教育程度，组织任期和年龄而有所不同。使用大规模的荷兰匹配的雇主-雇员面板数据直接测量技术实施，我们发现技术实施与工作结束概率的整体下降相关。与技能偏向的技术变革假设相一致，较高的教育程度与较低的工作结束概率相关。此外，我们发现，在实施技术后，年龄较大的工人（大约50岁以上）和组织任职时间较长（大约12年以上）的工人更有可能终止工作。最后，我们发现技术实施的效果不会因企业所在行业的工会密度而有所不同。