Significant changes to the structure, management, and experience of work have resulted from the increasing use of algorithms in the workplace. Although algorithms can enhance efficiency and objectivity, their influence on employee satisfaction remains a critical yet unexplored domain. This paper examines the impact of algorithmic systems on job satisfaction and suggests design principles for the development of algorithms that promote employee well-being. The study integrates recent discoveries on algorithmic management to comprehend its dual function in either enhancing or undermining job satisfaction, drawing from the Job Demands-Resources (JD-R) model, Self-Determination Theory (SDT), and Organisational Justice Theory. The systematic review employs the PRISMA framework to identify and assess pertinent literature, with an emphasis on empirical studies published between 2020 and 2024. Key themes include transparency, fairness, autonomy, human oversight, and feedback mechanisms. Algorithmic systems have the potential to reduce bias and optimise task allocation; however, they frequently result in job dissatisfaction and stress by reducing employee autonomy, increasing surveillance, and obscure decision-making processes. In contrast, algorithms can promote personal development, provide consistent feedback, and enhance fairness when they are developed with ethical considerations and employee input. The paper suggests a framework for human-cantered algorithm design that fosters job satisfaction, as evidenced by the literature. This framework prioritises five principles: maintaining human-in-the-loop oversight, providing meaningful feedback, integrating fairness, ensuring transparency, and enhancing autonomy. Each principle is based on psychological and organisational theories and is connected to practical design recommendations. The study concludes that algorithmic systems must consider human values and workplace happiness in addition to productivity objectives. Organisations are encouraged to implement participatory design methodologies, engage employees in algorithm development, and consistently evaluate well-being outcomes. Organisations can more effectively align technological advancement with sustainable performance and employee happiness by incorporating these values into algorithmic design.
Ahmad et al. (Sun,) studied this question.