In my research, I initially grounded my work in Actor-Network Theory (ANT), which examines the interactions and influences between various entities—both human and non-human—in the context of technology adoption. This theoretical approach effectively elucidates the complex dynamics at play when introducing new technologies into society.
However, following the completion of the ethics application process, I opted to shift my focus towards the Technology Acceptance Model (TAM). TAM emphasises users' perceptions as critical factors in determining whether they will accept and utilise a technology, concentrating on aspects such as perceived ease of use and perceived usefulness. This transition reflects a necessary alignment of my research with an emphasis on user experience and impact.
This change not only refined my focus but also ensured that the research remained grounded in practical considerations regarding technology acceptance in real-world contexts.
Title
Role of Actor-Network Theory in the Digital Transformation of HRM: A Qualitative Study
Aims
The primary aim of this study is to critically examine how Actor-Network Theory (ANT) can be applied as a theoretical lens to analyse the digital transformation of Human Resource Management (HRM). This study will specifically focus on ANT’s utility in understanding the evolving networks and relational dynamics between human and non-human actors—such as technology, processes, and organisational structures—and their collective influence on HR operational processes, corporate culture, employee experience, and the required workforce skills.
Background
The foundational work of Latour in “Reassembling the Social” (2005) underscores the significance of ANT in deciphering complex socio-technical networks. While Latour’s work does not address digital transformations directly, it provides a valuable theoretical perspective for examining such dynamic processes. Subsequent research, like Boudreau and Robey’s “Enacting Integrated Informational Technology” (2005) and Orlikowski and Scott’s “Sociomateriality” (2008), has begun to explore the interaction between technology and organisational processes through an ANT lens. However, there remains a notable gap in the literature concerning applying ANT to HRM’s digital transformation. This process reshapes operations, culture, and workforce engagement and skills. This study bridges this aim by deploying ANT to analyse the digital transformation in HRM, enriching the discourse with new insights and perspectives.
Methods
Employing a qualitative research approach, this study will investigate ANT’s applicability to HRM’s digital transformation by analysing secondary data, including industry reports, academic articles, and case studies. These materials will undergo a thematic analysis to discern ANT’s principles and their manifestation in HRM practices.
Primary data will be collected via an online survey distributed to members of the UKHR subreddit, designed to elicit detailed responses that reveal the complex interplay between technological tools and human agents. The survey will prompt participants to describe their experiences and observations of digital transformation, capturing the essence of ANT’s focus on networks and relational dynamics.
The survey response will be analysed using a coding template informed by ANT’s fundamental tenets, allowing for the identification of themes and patterns that reflect the actor-networks at play in digital HRM transformation. This analysis will draw upon ANT to interpret the data and refine ANT’s conceptual application to the digital transformation context within HRM.
Contribution
By situating ANT at the core of HRM’s digital transformation analysis, this research offers novel insights into the complex interplay of actors and networks that drive change within the HR domain. It will provide HR practitioners and scholars with a deeper understanding of the mechanisms through which digital transformation can be facilitated or hindered. This study will enrich the literature on HRM’s digital transformation and propose actionable strategies for managing digital change, emphasising the practical application of ANT in real-world HR scenarios.
