The rise of new-age technologies has spurred a new industrial revolution, resulting in a digital transformation in the way we work. The global COVID-19 pandemic has further accelerated the digitalization of work. While digitalization has many positive outcomes, its darker side should be proactively managed, not neglected. In this regard, this paper aims to identify and investigate human resource (HR) practices that can enable employees to manage the challenges caused by digitalization in the future of work (FoW). To do so, we employ fuzzy total interpretive structural modeling (TISM) on survey data acquired from senior professionals with HR responsibilities to ascertain the influence of HR practices in managing the dark side of digitalization in FoW. In doing so, we showcase the influence of (i) practices that promote work-life balance, (ii) democratization of work and work technologies, (iii) practices that promote employee empowerment, (iv) practices that promote entrepreneurial behavior, (v) reskilling for mastery, and (vi) practices that promote employee wellbeing in managing the dark side of digitalization in FoW, thereby advancing theory and practice of FoW.

新时代技术的兴起引发了一场新的工业革命，导致我们工作方式的数字化转型。全球 COVID-19 大流行进一步加速了工作的数字化。虽然数字化有许多积极成果，但应积极管理而不是忽视其阴暗面。在这方面，本文旨在识别和调查可以使员工应对未来工作 (FoW) 中数字化带来的挑战的人力资源 (HR) 实践。为此，我们对从负责人力资源的高级专业人员获得的调查数据采用模糊总解释结构模型 (TISM)，以确定人力资源实践在管理 FoW 中数字化黑暗面方面的影响。在此过程中，我们展示了 (i)促进工作与生活平衡的实践，(ii)工作和工作技术的民主化，(iii)促进员工赋权的实践，(iv)促进创业行为的实践，(v)重新掌握技能，以及 (vi)促进员工福利管理 FoW 中数字化的黑暗面，从而推进 FoW 的理论和实践。