The Problem Adaptive structuration theory (AST) has had little to no attention within the human resource development (HRD) literature. It is important for HRD scholars and scholar-practitioners to be concerned with how new technology initiatives impact both the individual and the organization, equally. Unfortunately, new technologies are often introduced with no consideration of its utility to the agents expected to use these new technologies, causing incompatibilities and productivity losses. The Solution AST views the duality of structure between an organization’s structural features and its human agents. This perspective enables human agents when implementing new technologies and organizational change initiatives. Also, AST provides HRD scholars and scholar-practitioners with new insight into the interactions that take place during these change initiatives, providing support for current and future research efforts. The Stakeholders It would be beneficial for HRD scholars and scholar-practitioners involved with designing, evaluating, implementing, or managing technology in the workplace.

中文翻译：

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适应性结构理论与人力资源开发的理论文献综述

问题适应性结构化理论（AST）在人力资源开发（HRD）文献中几乎没有受到关注。对于HRD学者和从业者而言，重要的是要关注新技术计划如何平等地影响个人和组织。不幸的是，经常引入新技术时没有考虑到它对预期使用这些新技术的代理商的效用，从而导致不兼容性和生产率损失。解决方案AST认为组织的结构特征与其人员之间的结构双重性。这种观点使人类能够在实施新技术和组织变革计划时发挥作用。还，AST为HRD的学者和学者提供了有关这些变革计划期间发生的相互作用的新见解，为当前和将来的研究工作提供了支持。利益相关方对于参与设计，评估，实施或管理工作场所技术的人力资源开发学者和学者，这将是有益的。