Expressive visibility: How avatars enable and constrain visibility in digital work

The digitalization of professions and the new modes of (remote) work have resulted in an increase in work-related lifestyle mobilities such as digital nomadism. This paper deals with the meanings and configurations of digital nomadic work as recounted by digital nomads themselves. What meanings do digital nomads attach to digital nomadic work? What spatial or other configurations does digital nomadic work entail? What does the examination of meanings attached to digital nomadic work and its configurations tell us more broadly about the rising phenomenon of work on the move? The study data come from qualitative interviews with twenty digital nomads in Mallorca, Spain (2021–2022) and from observation in co-working and co-living spaces, networking meetings, and informal get-togethers. Although the nomads often described digital nomadic work as the opposite to traditional and classical nine-to-five office work, I argue that it should not be approached as such. The study findings show that despite expressing a strong anti-office sentiment and describing digital nomadic work as a way to escape “traditional office work,” digital nomads paradoxically end up “mimicking” and replicating the organizational aspects of office-based work. A closer examination of digital nomadic work's spatial configurations further shows that it has distinct temporal, material and performative dimensions, which is why it deserves analysis in its own right. More research is needed on the paradoxical aspects of digital nomadic work for us to understand whether digital nomadism, as a precursor to work-related mobilities, speaks of broader trends in mobile, digitalized work.

Platform drifting: When work digitalization hijacks its spirit

This book provides a process-oriented perspective to understand the pervasiveness of digitalization in organizations and contemporary society. The ongoing and multiple crises, whether it be the pandemic, the economy, or climate change, have magnified the importance of digital technologies in processes of organizing and accelerated the role of digital transformation in work-life. The central themes underpinning the chapters in this book concern the becoming of digital work, the conceptualization of agency in digital work, and the role of temporality in contemporary organizing. The increasing entanglement of digital technologies and work accelerated through the pandemic have fuelled interest in the need for understanding digital work happening at scale, while also examining and exposing inequalities. The concern with the role of agency in digital work reaches new heights when we consider the rapid and pervasive development and implementation of Artificial Intelligence (AI), and algorithmic control and raises concerns as to the ethical and moral dimension of agency. The third part of the puzzle questions the role of temporality which is at the heart of agency, and puts forward an Ingoldian inspired view of agency as an ongoing temporal flow, and allows for knowledge work to be viewed as human knowledge workers and AI technologies co-responding to each other in harmony

For all of the theorizing in the academy about whether blogging, personal websites, and social media commentaries are democratizing media production or exploiting media labor, there have been very few efforts to deeply examine students’ digital work within the academy. Literature around digital work and labor suggests that while the participants may feel personally fulfilled and engaged in a more democratic sphere for self-expression, their work also may be appropriated for profit. For these reasons, digital media work does not feel like labor in the ways that other work does; both the work and their products are largely invisible to the participants. Yet, the literature also suggests that not all digital media labor is the same; distinctions can be made between different kinds of media labor based on the participants’ expectations and goals in doing the work. In an effort to better tease out these distinctions, this chapter considers how university students might belong to a particular category of invisible worker in this crossroads between emancipated and exploited work.

Digital working that is personand family/carercentred in nursing cannot be implemented without the information infrastructure set out in the Informing Healthcare Strategy (Mann, 2005). In fact, all four UK countries’ strategies for health offer nursing the means to demonstrate its contribution to ‘Substantial and detailed evidence... to illustrate what nurses, midwives and health visitors are able to achieve’ (Clark, 2006). But is nursing prepared for digital working and are we going to embrace this opportunity to push forward nursing informatics? While there are immediate practical challenges, such as the lack of accessibility to appropriate hardware and lack of training in basic computer skills (Royal College of Nursing (RCN), 2006), the much more important challenge lies in how we, as nurses, redesign the way we work and think about nursing and digital working in 21st century healthcare. All healthcare delivery involves the use of information. In the 21st century, digital working is the means by which information is accessed, used and shared. The NHS has been much slower than other organisations to integrate the use of digital working, and UK nursing has been much slower than nursing in some other countries in recognising the significance of information management and clinical decision-making in nursing practice (Clark, 2003; Casey, 2006). However, in all four UK countries, ‘ehealth and care’ is seen as the primary means of achieving ‘modernisation’. It is already affecting all aspects of health and social care delivery, and is rapidly accelerating. Although the Electronic Health Record (EHR) is the core of all the ehealth and care strategies, digital working in health and care includes much more—the term ‘ehealth’ refers to the whole scope of digital working, which must become a core competency for nursing practice in all fields and at all levels, and is a significant element of all ‘new nursing roles’. The eHealth and Care Strategies across the four UK countries offer patients, nurses and nurse leaders a fantastic opportunity. If properly implemented, the nursing-related aspects of the programme will enable frontline nurses to provide more consistent, evidencebased and well-communicated care. All the ehealth and care strategies set out a principle that the secondary analysis of data will also improve clinical governance and will enable nurse leaders, educators and researchers to evaluate care and plan for the future. However, the evidence (RCN, 2006) shows that, although nurses see the potential benefits for both service users and service providers, they are not yet able to integrate digital working into their routine practice. Many nurses still see digital working as a technical ‘addon’ to their practice, rather than as an integral part of it, and as a matter of concern primarily for informatics specialists rather than nurses. Rory Farrelly Director of Nursing & Patient Experience, Abertawe Bro Morgannwg University Health Board, Swansea The implementation of a health and care information system has the potential to improve clinical practice and both personand family/carer-centred care. Some parts of the system, however, have had extremely negative consequences on nursing practice and therefore on nursing care, at least in the short term. From a clinical perspective, poorly planned and under-led systems can reduce nursing to a list of tasks generated by a care pathway, which diminishes nursing and gives rise to unsafe, unthinking nursing practice, creating a major clinical-governance issue. A major risk of introducing digital working without understanding the significance of the underlying knowledge structure is what has been called ‘tick-box nursing’—the tendency of nurses simply to complete the screens with which they are presented without using the core skill of clinical judgement. This can already be seen in the trend to delegate computerassisted recording of vital signs to health care support workers (HCSWs). If, as the RCN (2003) definition suggests, the core of nursing practice is clinical decision-making, it follows that skills in critical thinking and decisionmaking are essential, especially in the ‘Designed for life’ vision (RCN, 2003) of a ‘workforce required to support the changes’ and which ‘requires a new culture in which to work’. These skills are critical to information management as well as to the development of ‘new roles’, but decision-making in particular is rarely explicitly taught in pre-registration nursing programmes. This is a particular challenge to nurse educators, but even their best efforts will fail unless ward-based practice changes in parallel. Across the four UK countries, nurses’ involvement in the planning and implementation of the relevant eHealth and Care Strategies is essential for us to ensure that digital working is appropriate for personand family/carer-centred care. As nurses, we must continue to deliver digital working. This means keeping up to speed with new or recent developments and research in nursing informatics, clinical decision-making, standardised terminology for nursing, nursing diagnosis, and the standardised assessment tools that are already being incorporated into the EHR system throughout the UK. BJN

Museums have responded to calls for accountability and reconciliation by establishing cultural recuperation programming, which commonly involves community members travelling to museums to visit and research object collections. Community groups identify the ability to be physically present with their belongings and bear witness to the stories and relations they embody as one of the most valuable outcomes of these initiatives. These visits are often prohibitively expensive and time consuming; therefore, museums are increasingly exploring digital solutions to expand access to collections and other resources. However, North American museums in particular are increasingly reliant on contingent labour to fill roles previously occupied by salaried staff. This is especially true for digital initiatives that frequently operate on a limited-term, grant-funded basis. Existing literature in museum studies offers little critical analysis of the nature of digital museum labour and its impact on workers, outcomes and community partners, focusing instead on standards, protocols and best practices. I argue that this shift towards contingent digital labour in museums challenges the robust, locally specific ‘logic of care’ that scholars suggest undergirds satisfactory cultural recuperation work. The impacts of this shift are compounded by the institutional tendency towards organisational silos and the reliance on technical specialists and specialised knowledges to ensure the success of digital projects. In this paper I attend to the experiences, perspectives and everyday practices of those people ‘doing’ digital work in the museum as a method to uncover the nature of that labour behind the scenes. Furthermore, I demonstrate that reliance on contingent labour perpetuates harm against community groups that have already been and continue to be harmed by institutions. To do so, I bring together extant data on employment precarity in digital museum work with literature on decolonial museology and the use of digital technologies for cultural recuperation to analyse the way that the precarious, technically specialised and temporally limited nature of digital museum labour articulates established museological praxis.

BackgroundDigitalisation is changing the work of health and social care professionals, ultimately affecting the quality of services. Simultaneously, leaders need to adopt new approaches to managing digital and remote work, known as e-leadership. So far, little is known about what professionals expect from their leaders as their work evolves due to digitalisation. This study aims to address this gap by examining professionals’ needs for e-leadership.MethodsWe employed qualitative group interviews, utilising the Nominal Group Technique (NGT). Seven NGT sessions were conducted in three Finnish Wellbeing Services Counties, with health and social care professionals (n = 33) from primary services, including nurses, social care professionals, physicians, and physiotherapists. Data were analysed using an inductive approach.ResultsSix e-leadership preferences were identified: 1) Supporting professionals, including promoting well-being in digital and remote work settings and leaders being accessible; 2) Developing competencies, focusing on enhancing professionals’ skills, sufficient orientation time, and leaders’ expertise; 3) Promoting motivation and encouraging experimentation, highlighting leading by example, flexibility, and fostering innovation; 4) Resourcing digital work, including managing working hours, limiting digital task burdens, and ensuring functional work equipment; 5) Improving communication and guidance, focusing on timely, relevant, and accessible information; 6) Managing implementation processes of digital tools and services, emphasising pre-planning, anticipating difficulties, and utilising feedback.ConclusionsThe study demonstrates the many possibilities and multifaceted role of leaders in fostering a supportive and effective digital work environment for professionals, crucial for quality public health services. In 2025-2026, these findings will be complemented with a survey study and Delphi panel to develop practical e-leadership guidelines.Key messages• As digitalisation transforms health and social care work, leaders play a key role in providing adequate support, promoting continuous competence development, and fostering a culture of experimentation.• Leaders are also expected to possess a realistic understanding of the resource demands of digital work and know the digital tools and services professionals use in their daily practice.

In this study of how counsellors in the Norwegian Labour and Welfare Administration (NAV) experience digital frontline work, most informants agreed that digital interaction with clients produces a ‘different feeling’ – but what is this feeling? Based on interviews with frontline workers, the study unpacks this ‘different feeling’ as a form of alienation that occurs when digital interaction causes information to fragment, leaving counsellors working on segments of a case rather than ‘the entire client’. The study findings indicate that emotions can influence the use of digital technologies and, conversely, that digital information can influence emotions in face-to-face interactions. Drawing a parallel between the literatures on emotional labour and street-level bureaucracies, emotions can create work pressures that frontline workers must cope with. However, the present findings show that emotions are not always a source of pressure, and that both emotions and their absence can create pressure at work. Digital interaction offers new forms of emotional support, and workers can use emotions to establish connections as potential resources in digital work.

The current utilization of digital content platforms has a serious impact on Intellectual Property Rights. Platforms that display digital copyright works are indeed much in demand by netizens today because it is practical and efficient but not only the perceived benefits of digital content platforms but there is a moral responsibility that must be known by all parties both content lovers and content creators. In today's digital era, copyrighted works in the form of digital content are widely misused by various parties, the occurrence of violations of their main rights moral rights is less realized by various parties. It is the duty of all parties to create the protection of moral rights because rights are elements that must be protected in a digital copyright work. This research aims to find out the regulation of aspects of moral rights in Law No. 28 of 2014 on Copyright. This research uses normative juridical research methods using the legal sources of literature. The protection of moral rights is an important issue in the protection of intellectual property. National regulations are expected to protect the moral rights of copyright creators/owners, especially digital copyright works.

Explores the changing nature of digital labour and work both before and during the Covid-19 pandemic Describes and categorises different types of labour, work and the digital Develops theoretically a class perspective, based in critical theory, on contemporary digital labour processes Provides one of the first systematic accounts that analyses and explores the impact of COVID-19 on the digital labour process Includes numerous academic case studies, media reports, policy and government reports, data from global institutions like the IMF, OECD, ILO, and UN; trade union analysis; research from activist organisations; and policy think tanks Maps out degrees of digital exploitation and oppression in the digital workplace before and during the pandemic This book examines class relations through numerous empirical case studies, reports, and other sets of data before and during COVID-19. It is divided in four distinctive work processes – the global 'productive' digital work process, which comprises areas like manufacturing; 'unproductive' commercial digital work, which comprises sectors like the creative industries, retail and services; digital gig work practices; and the state and public work sectors. Roberts maps class relations in these work processes to three types of digital work: digital labour (or, what is commonly known as platform labour); digitisation of labour (the application of digital technology to everyday work practices); and digitised labour (when automation and smart machines replace 'real' workers in an organisation). Situating the analysis within the broader and global perspective of neoliberalism and financialisation, it demonstrates how the use of digital technology in many workplaces and labour processes has benefited 'unproductive' global capital, particularly capital in the unproductive financial sector.

The transformation of reward systems in the digital work era has become a strategic issue in human resource management. Reward systems are crucial not only as tools of appreciation but also as key mechanisms for building motivation, emotional attachment, and employee loyalty, which ultimately impact organizational performance improvement. This study aims to analyze the contribution of reward systems, both intrinsic and extrinsic to enhance employee engagement in digital platform-based work. Using a literature review method with a descriptive qualitative approach, data collection was conducted through systematic searches and in-depth analysis of relevant scientific literature from journals, books, and trusted articles published. This review examines the forms of rewards, their effectiveness, digital transformation, as well as mediating and moderating factors that influence employee engagement. The findings indicate that fair, personalized, and technology-based rewards significantly increase motivation, loyalty, and employees’ emotional attachment. Digitalization enables reward systems to become more adaptive and relevant to the needs of modern workers. The implications of this study emphasize the importance of a humanistic and contextual HR management strategy to address the challenges of a flexible and digitalized work environment.

Since the pandemic occurred, the digital work model has begun to be implemented in many companies. This was done as a solution to overcoming work constraints due to Covid-19 and government regulations regarding restrictions on interactions. However, even though the pandemic status has been revoked, the digital work system is seen as more efficient in creating an effective work system and increasing employee performance. Based on this explanation, this research was conducted to describe employee performance in digital work models and information systems. To prove the research objectives, a quantitative-based survey method was used. Where the research data was obtained through distributing questionnaires, with a Likert scale as the quantification of respondents' answers. The number of samples used was 100 people, all of whom were Startup Indonesia employees, using the incidental sampling technique. The collected research data were analyzed using multiple regression methods. The results of the study show that there is an increase in employee performance with the existence of a digital and information system-based work system. Digital work systems help facilitate employee work, while information systems create communication and coordination effectiveness, so that work processes can be carried out more efficiently.

The digital work of strategists: Using open strategy for organizational transformation

Working via databases has become an integral and necessary part of work in businesses. The availability of knowledge and information from any location contributes to better networking and more transparency in companies and enables collaborative work regardless of the location. In the wake of the COVID-19 pandemic in 2020/21, physical distancing and digital work have become imperative for a greater number of people. This, in turn, can severely restrict both formal and informal means of communication, which can lead to rising cognitive job demands and decreasing productivity at work. Against this background, the question of whether and to what extent digital databases are able to guarantee effective task fulfilment without parallel communication has acquired new relevance. The relationship between informal communication via four communication channels and a) the efficiency of work via databases and b) their necessity for the quality of work are investigated. Employee surveys are evaluated in the form of cross-sectional data from three medium-sized German companies using econometric regression analyses. A clear relationship is revealed between informal communication and the effectiveness of work via databases as well as their necessity for work quality. The level of this relationship, however, varies depending on the type and purpose of informal communication. This article highlights the necessity of informal communication for digital collaborative work and hence has significant implications for business practice.

Digital Works and Protection of Intellectual Property Rights in the Digital Age Advances in technology and information today have a significant impact on changes in human life. The digital era today is very dependent on internet-based technology media. The existence of internet-based platforms has brought people closer to the digital world. Changes in the dynamics of the society in a digital society, of course, have an impact on the knowledge or understanding of the community on the legal impact of the use of digital platforms, such as knowledge of one's intellectual property rights on digital media. Work that was still physically in the form of now turned into digital media or digital copyright works. In this case, the regulations governing the intellectual property rights of a person/organization should accommodate and protect the digital intellectual creation of the Indonesian people as a form of legal protection for the rights possessed by the owner of the Cipta work. This study aims to protect intellectual property rights in digital-based products/works. This study uses a normative juridical research method using the source of literature, including applicable laws, legal literacy, and other legal materials. Technological advances have made it easier for everyone to steal and duplicate the digital work of others to make a profit. Therefore, the existence of an existing legal umbrella and policy, namely Law Number 11 of 2008 concerning Information on Electronic Transactions and Law Number 28 of 2014 concerning Copyright, is expected to increase innovation increase competitiveness in the digital era and support the protection of rights of Intellectual Property for Digital Work for all parties who are entitled.