Drawing on data from Hungarian manufacturing companies, this paper aims to explore the ways in which digital technologies affect the nature and routineness of work. It concludes that digital technologies impinge on some defining features of occupations, such as workload and intensity of work; the degree to which the tasks can be explicitly defined, measured and codified; composition and amount of skills required for task execution; and the importance of experience or tacit knowledge for task execution. Non-technological factors, such as managerial approach to technology and work design moderate outcomes. Evidence indicates that a reduction in the routine content of job tasks applies only to relatively skilled employees. For low-skilled employees, certain digital assistance solutions increase routine and engender deskilling. We conclude that a qualitative enrichment of shopfloor work becomes apparent only if (1) employees are skilled enough to become upskilled – and thus engaged not only in digitally enabled but also in digitally augmented, high-value activities; (2) employees’ work tasks are reorganised, work design and work practices modified, and employees upskilled. Without appropriate managerial interventions envisaging the augmentation of work, digital technology implementation entails deskilling and/or technological unemployment, rather than providing richer dimensions to shopfloor work.

本文利用匈牙利制造公司的数据，旨在探索数字技术如何影响工作的性质和日常性。它得出的结论是，数字技术影响了职业的一些定义特征，例如工作量和工作强度；任务可以明确定义、衡量和编码的程度；执行任务所需的技能构成和数量；以及经验或隐性知识对任务执行的重要性。非技术因素，例如技术的管理方法和工作设计中等结果。有证据表明，减少工作任务的日常内容仅适用于相对熟练的员工。对于低技能员工，某些数字协助解决方案会增加日常工作并产生技能。我们得出的结论是，只有在以下情况下，车间工作的质量提升才会变得明显：(1) 员工的技能足以提高技能——因此，他们不仅参与了数字化支持的活动，而且还参与了数字化增强的高价值活动；(2) 重新组织员工的工作任务，修改工作设计和工作实践，提升员工技能。如果没有适当的管理干预来增加工作量，数字技术的实施就会导致技能培训和/或技术失业，而不是为车间工作提供更丰富的维度。修改了工作设计和工作实践，提高了员工的技能。如果没有适当的管理干预来增加工作量，数字技术的实施就会导致技能培训和/或技术失业，而不是为车间工作提供更丰富的维度。修改了工作设计和工作实践，提高了员工的技能。如果没有适当的管理干预来增加工作量，数字技术的实施就会导致技能培训和/或技术失业，而不是为车间工作提供更丰富的维度。