We review the literature on algorithmic management (AM) to bridge the gap between this emerging research area and the well-established theory and research on work design. First, we identify six management functions that algorithms are currently able to perform: monitoring, goal setting, performance management, scheduling, compensation, and job termination. Second, we show how each AM function affects key job resources (e.g., job autonomy, job complexity) and key job demands (e.g., workload, physical demands); with each of these resources and demands being important drivers of worker motivation and their well-being. Third, rejecting a deterministic perspective and drawing on sociotechnical systems theory, we outline key categories of variables that moderate the link between AM on work design, namely transparency, fairness and human influence (e.g., whether workers can control the system). We summarize our review in the form of a model to help guide research on AM, and to support practitioners and designers in the creation and maintenance of meaningful jobs in the era of algorithms.

我们回顾了有关算法管理 (AM) 的文献，以弥合这一新兴研究领域与成熟的工作设计理论和研究之间的差距。首先，我们确定了算法目前能够执行的六种管理功能：监控、目标设定、绩效管理、调度、补偿和工作终止。其次，我们展示了每个 AM 功能如何影响关键工作资源（例如，工作自主性、工作复杂性）和关键工作需求（例如，工作量、身体需求）；这些资源和需求中的每一个都是工人积极性和福祉的重要驱动力。第三，拒绝确定性观点并借鉴社会技术系统理论，我们概述了调节 AM 与工作设计之间联系的关键变量类别，即透明度、公平性和人类影响（例如，工人是否可以控制系统）。我们以模型的形式总结我们的评论，以帮助指导关于 AM 的研究，并支持从业者和设计师在算法时代创造和维护有意义的工作.