I Track, Therefore I Am: Exploring the Impact of Wearable Fitness Devices on Employee Identity and Well-being

Corporate wellness programs can help employees improve their health and well-being. There are many advantages to a healthy workforce including increased productivity and lower health insurance premiums. A growing trend in corporate wellness programs is to offer wearable fitness trackers to employees to help them monitor their activity so that they can make better choices about their health. It is estimated that more than 13 million wearable fitness devices will be used in corporate wellness programs by 2018. Our research will explore this phenomena by investigating the effect of wearable fitness devices on employee identity and well-being. We will use a case study about a financial institution that has recently implemented the use of Fitbits as part of its corporate wellness program. Our results will have the potential to shed light on the impacts of wearable fitness device initiatives on employees and organizations

Factors Influencing the Infusion of Information Systems: A Literature Review

This paper presents a descriptive review of the information system (IS) infusion literature and proposes a structured framework of factors influencing IS infusion. The IS infusion stage, the last stage of IS implementation, is associated with IS implementation success and evidence suggests the depth of IS use leads to increased efficiency and effectiveness. Despite the introduction of the IS infusion concept in the late 1980s, we observe only a small number of empirical studies that examine factors influencing IS infusion at an organizational and an individual level. In addition, some studies show conflicting results and there is no framework to organize previous studies in a meaningful way. We believe that a descriptive review is an appropriate approach at the current state of IS infusion literature. Given the importance of IS infusion, it seems timely to develop a structured framework detailing all the key factors influencing IS infusion found in the extant literature. The framework is drawn from factors derived from theories used in previous IS infusion studies, such as the technology organization environment theory and the theory of planned behavior, to classify different types of influencing factors namely organization, technology, task-job, firm environment and the individual factors. This review paper facilitates further theory development in the IS infusion domain by highlighting under-researched areas, suggesting future directions, and providing a reference source and a classified framework for IS researchers interested in IS infusion. Available at: https://aisel.aisnet.org/pajais/vol8/iss1/2

Unpacking the Difference Between Digital Transformation and IT-Enabled Organizational Transformation

Although digital transformation offers a number of opportunities for today’s organizations, information systems scholars and practitioners struggle to grasp what digital transformation really is, particularly in terms of how it differs from the well-established concept of information technology (IT)-enabled organizational transformation. By integrating literature from organization science and information systems research with two longitudinal case studies—one on digital transformation, the other on IT-enabled organizational transformation—we develop an empirically grounded conceptualization that sets these two phenomena apart. We find that there are two distinctive differences: (1) digital transformation activities leverage digital technology in (re)defining an organization’s value proposition, while IT-enabled organizational transformation activities leverage digital technology in supporting the value proposition, and (2) digital transformation involves the emergence of a new organizational identity, whereas IT-enabled organizational transformation involves the enhancement of an existing organizational identity. We synthesize these arguments in a process model to distinguish the different types of transformations and propose directions for future research

Technology Lifecycles and Digital Technologies: Patterns of Discourse across Levels of Materiality

The technology lifecycle model is extensively used to study technology evolution and innovation. However, this model was developed for industrial-age material technologies and does not address digital technologies with nonmaterial elements. Therefore, a question emerges as to whether the level of technological materiality is implicated in different dynamics of innovation, as reflected in the technology lifecycle. Digital technologies evolve through discourse that involves interactions among multiple stakeholders that shape the evolutionary trajectory of the technology. Therefore, we set out to examine whether discourse about digital technologies that vary in their level of materiality manifests in different ways throughout these technologies’ lifecycles. To do so, we conducted a study comparing the discourse around 10 digital technologies—five highly material and five highly nonmaterial—at different stages of their technology lifecycles. We identified three characteristics of discourse—volume, volatility, and diversity—and examined them for the 10 digital technologies by analyzing their corresponding Wikipedia articles. Our findings show that the discourse around technologies with different levels of materiality is similar in the initial era of the lifecycle but diverges in the two subsequent eras. In addition, we found that the discourse around highly nonmaterial technologies remains elevated for longer time periods, compared to highly material technologies. Based on these results, we put forth propositions that challenge and extend existing research on the relationships between the technological level of materiality, discourse, and trajectories of technology evolution

Unpacking the difference between digital transformation and IT-enabled organizational transformation

Although digital transformation offers a number of opportunities for today’s organizations, information systems scholars and practitioners struggle to grasp what digital transformation really is, particularly in terms of how it differs from the well-established concept of information technology (IT)-enabled organizational transformation. By integrating literature from organization science and information systems research with two longitudinal case studies—one on digital transformation, the other on IT-enabled organizational transformation—we develop an empirically grounded conceptualization that sets these two phenomena apart. We find that there are two distinctive differences: (1) digital transformation activities leverage digital technology in (re)defining an organization’s value proposition, while IT-enabled organizational transformation activities leverage digital technology in supporting the value proposition, and (2) digital transformation involves the emergence of a new organizational identity, whereas IT-enabled organizational transformation involves the enhancement of an existing organizational identity. We synthesize these arguments in a process model to distinguish the different types of transformations and propose directions for future research

Identity metamorphoses in digital disruption: a relational theory of identity

Digital technologies have disrupted a variety of organizations; however, Information Systems research has yet to explore in-depth why this may be occurring or the implications of this process for those involved. In this paper we present an exemplary case of digital technology disruption in a newspaper company - an organization in the midst of an identity crisis. On the basis of ethnographic data, we explore the changes that resulted from the introduction of the digital medium, and how this has led to the evolution of the newspaper, as well as the metamorphosis of identities of the company, the company's practitioners, and the consumers of the company's content. Our findings suggest that shifts in the evolutionary trajectory of an organization can be traced to the rate and nature of identity metamorphoses among its key actors. Hence, in order to navigate and adapt to digital disruptions, we argue that an ongoing strategic renegotiation of the identities of all the actors involved is not only possible, but is required for an organization's survival. In doing so, we provide a relational theory of identity

Unpacking the Difference Between Digital Transformation and IT-Enabled Organizational Transformation

Although digital transformation offers a number of opportunities for today's organizations, information systems scholars and practitioners struggle to grasp what digital transformation really is, particularly in terms of how it differs from the well-established concept of information technology (IT)-enabled organizational transformation. By integrating literature from organization science and information systems research with two longitudinal case studies-one on digital transformation, the other on IT-enabled organizational transformation-we develop an empirically grounded conceptualization that sets these two phenomena apart. We find that there are two distinctive differences: (1) digital transformation activities leverage digital technology in (re)defining an organization's value proposition, while IT-enabled organizational transformation activities leverage digital technology in supporting the value proposition, and (2) digital transformation involves the emergence of a new organizational identity, whereas IT-enabled organizational transformation involves the enhancement of an existing organizational identity. We synthesize these arguments in a process model to distinguish the different types of transformations and propose directions for future research

The development of IT identity due to social media use : antecedents and impact on computer-based office work during COVID-19 pandemic

IT identity is a relatively new concept in the area of Management Information Systems (MIS). Its importance has become increasingly pronounced as identity is one of the predictors of human behavior. At the same time, understanding the behavior of individuals when using information technology (IT) in the workplace represents the link between technology investments and increased performance through IT. In this respect, one of the most used communication technologies recently, social media, allows individuals to extensively experience different facets of their identities. The overall objective of this thesis is to understand the development of IT identity due to social media use and assess its impact on computer-based office work during the COVID-19 pandemic. Three specific objectives were defined for this purpose. Thus, the thesis is structured in three papers that sought to respond to each of the specific objectives, which are: (i) identify the possible antecedents of the development of IT identity due to social media use, (ii) the connection between them and the three reflective dimensions that constitute the identity of IT and, finally, (iii) the impact of IT identity due to the use of social media in the organizational scope. The first paper is a theoretical study and proposes the adaptation and expansion of Carter's original theoretical model (2012) from the theoretical instances related to this technology and that can influence the development of IT identity due to social media use. As a result, a conceptual model was developed. Ten propositions related to the concepts derived from the literature and inserted in three main instances of IT identity development were presented due to the use of social media. The empirical investigation of the relationship between the antecedents of the model proposed in the first paper and the three dimensions of IT identity began in the second article of the thesis. For this purpose, a netnography was proposed and executed between 2019 and 2021. One of the paper's findings indicated that the frequency of use of WhatsApp can lead to precipitation of the most strongly polarized behavior and that one of the reflective dimensions of IT identity, relatedness with WhatsApp, can play a preponderant role in the precipitation of such behavior. From this result, in paper 3, a quantitative and exploratory study, based on duality theory, sought to develop and test hypotheses about how IT identity concerning social media can benefit, but at the same time bring negative consequences for computer-based office workers in the current period of the COVID-19 pandemic. For this, a model was proposed showing the relationship between the dimensions of IT identity and four facets of the so-called New Ways of Working. Among the study's findings, it was verified that IT identity in relation to social media platforms could be a positive factor in preserving the cohesion of employees professional identity since feelings of affinity and emotional energy in relation to these technologies favored access to organizational knowledge and colleagues when working remotely. This thesis can contribute to expanding Carter's (2012) model to contemplate a class of IT as social media is constituted (paper 1). In turn, the expansion of the original model can potentially contribute to broadening the understanding of this technology's role in fostering polarized behavior in the use of WhatsApp, one of the most used social media these times(paper 2). Finally, in the third paper, the indication that the frequency of WhatsApp use may be associated with a strong IT identity about this technology (verified in paper 2) led to the proposition of a model to empirically test how the three dimensions of IT Identity in relation to the use of social media, directly and indirectly, influence the aspects of new ways of working for workers using computer devices to perform their duties. Emotional energy in relation to social media (i.e., prolonged feelings of confidence, enthusiasm, and energy toward social media) is positively related to superior performance when individuals direct it to their work use, allowing them to better handle the work-life conflict. The thesis presents limitations regarding its ability to inferences that were addressed in each of the papers. Similarly, suggestions for future research were presented in each paper. Finally, the conclusion chapter presents the integration of the thesis papers to form the complete study, the overview of research objectives, the main results, contributions to academia and practice, its limitations, and suggestions for future research.A identidade de TI é um conceito relativamente novo na área de Gestão de Sistemas de Informação (GSI). A sua importância tem se tornado cada vez mais acentuada na medida que a identidade é um dos preditores do comportamento humano. Paralelamente, a compreensão do comportamento dos indivíduos ao utilizar a tecnologia da informação (TI) no ambiente de trabalho representa o elo entre os investimentos em tecnologia e o aumento do desempenho por meio da TI. Sob esse aspecto, uma das tecnologias de comunicação mais usadas em tempos atuais, as mídias sociais, permitem de forma extensiva que os indivíduos experimentem diferentes facetas das suas identidades. O objetivo geral dessa tese é compreender o desenvolvimento da identidade de TI devido ao uso de mídias sociais e avaliar o seu impacto para os trabalhadores de escritório que utilizam dispositivos computacionais para executar suas funções de trabalho durante o período da pandemia de COVID-19. Para isso foram definidos três objetivos específicos. Sendo assim, a tese está estruturada em três artigos que buscam responder a cada um dos objetivos específicos, quais são: (i) identificar os possíveis antecedentes do desenvolvimento da identidade de TI devido ao uso de mídias sociais, (ii) a conexão entre eles e as três dimensões reflexivas que constituem a identidade de TI e, por fim, (iii) o impacto da identidade de TI devido ao uso de mídias sociais no âmbito organizacional. O primeiro artigo, de natureza teórica, propõe a adaptação e expansão do modelo teórico original de Carter (2012) a partir das instâncias teóricas aderentes ao uso e que influenciam o desenvolvimento da identidade de TI pelo uso de mídias sociais. Como resultado, foi desenvolvido um modelo conceitual em que foram apresentadas dez proposições interrelacionando os conceitos derivados da literatura e inseridos em três instâncias principais de desenvolvimento da identidade de TI devido ao uso de mídias sociais. A investigação empírica da relação entre os antecedentes do modelo proposto no artigo 1 e as três dimensões da identidade de TI iniciou-se na sequência no segundo artigo da tese. Para isso foi proposta uma netnografia que foi executada entre 2019 e 2021. Um dos achados do artigo indicou que a frequência de uso do WhatsApp pode levar a precipitação do comportamento mais fortemente polarizado e que uma das dimensões reflexivas da identidade de TI, a afinidade com o WhatsApp, pode desempenhar um papel preponderante na precipitação de tal comportamento. A partir desse resultado, no artigo 3, de natureza quantitativa e exploratória, tendo como base a teoria da dualidade, buscou-se desenvolver e testar hipóteses sobre como a identidade de TI em relação às mídias sociais pode beneficiar, mas ao mesmo tempo trazer consequências negativas para os trabalhadores de escritório que usam principalmente dispositivos computacionais para cumprir suas tarefas no atual período da pandemia de COVID-19. Para isso, foi proposto um modelo apresentando a relação entre as dimensões da identidade de TI e quatro facetas das chamadas Novas Formas de Trabalho. Entre os achados deste estudo, foi verificado que a identidade de TI em relação às plataformas de mídias sociais pode ser um fator positivo na preservação da coesão da identidade profissional dos colaboradores, uma vez que sentimentos de afinidade e energia emocional em relação a essas tecnologias favoreceram o acesso ao conhecimento organizacional e aos colegas ao trabalhar remotamente. Destacam-se como contribuições dessa tese a expansão do modelo de Carter (2012) para contemplar uma classe de TIs como são constituídas as mídias sociais (artigo 1). Por sua vez, a expansão do modelo original contribuiu para ampliar a compreensão do papel dessa tecnologia em fomentar o comportamento polarizado no uso do WhatsApp, uma das mídias sociais mais utilizadas em tempos atuais (artigo 2). Finalmente, no terceiro artigo a indicação de que a frequência de uso no WhatsApp pode estar associada a uma forte identidade de TI em relação a essa tecnologia (verificada no artigo 2), levou a proposição de um modelo para testar empiricamente de que forma as três dimensões da IT Identity em relação ao uso de mídias sociais influenciam direta e indiretamente os aspectos das novas formas de trabalho para os trabalhadores que utilizam dispositivos computacionais para desempenhar suas funções. A energia emocional em relação às mídias sociais (ou seja, sentimentos prolongados de confiança, entusiasmo e energia em relação às mídias sociais) está positivamente relacionada a um desempenho superior quando os indivíduos a direcionam para o seu uso do trabalho, permitindo-lhes também lidar melhor com os conflitos entre a vida profissional e a vida profissional. A tese apresenta limitações quanto a sua capacidade de inferências que foram endereçadas em cada um dos artigos. Da mesma forma, sugestões de pesquisas futuras foram apresentadas em cada artigo. Por fim, o capítulo de conclusão apresenta a integração dos artigos da tese para a formação do estudo completa, a retomada dos objetivos de pesquisa, os principais resultados, contribuições para a academia e para a prática, suas limitações e sugestões para pesquisas futuras

Repairing routines in enterprise system transformations : a sociomaterial perspective

Today, large implementation projects introducing Enterprise System (ES) technology in organizations are a very common phenomenon, typically driven by the idea that a myriad of benefits can be realized. Yet, after implementation, organizations often face challenging problems due to misalignments between “best practices” embedded in ES technology and existing work practices. For the individual user implementation of new technology thus implies considerable effort in terms of cognitively accomplishing appropriation. This complex process of appropriation was found to result in very strong links between technology and individuals that is described as a sociomaterial entanglement by some scholars. In addition, ES technology implementations do often not ‘simply’ introduce a new technology into an organization, but will likely replace a similarly complex, integrated legacy system. Given the strong link between individuals and technology, established while appropriating the legacy system, replacing old technology will imply the breaking of old associations as much as the building of new ones. Consequently, the point of departure is as much characterized by an achieved sociomaterial entanglement with the old technology as it is by the need to integrate new technology into work practices. It has long been argued that organizational routines are key to understanding changes of work practices in organizations as well as the associated process of organizational learning. While the question how organizational routines emerge and evolve over time is extensively studied, little is known about what happens when routines are disrupted. In addition, the substitution of a legacy system raises the question, how exiting entanglements influence changes in routines triggered by ES technology implementation. Addressing this gap in the literature, this thesis aims to understand how sociomaterial routines are repaired after the implementation of ES technology. To answer this question, a longitudinal interpretive case study of an ES technology implementation project in the retail banking division of a large German bank was conducted. The custom-built legacy system to be replaced by new ES technology due to technical and regulatory requirements had been in place for over thirty years before. Within the retail banking division the study focuses on the credit service unit, which offers back-office services to the bank’s customers and advisors. The case material consists of 57 semi-structured interviews and observation of 38 participants, collected at three different stages during the project (before go-live, immediately after go-live, and 6 month later). Using narrative networks as an analytical device helped capturing the complexity of routine changes related to ES technology implementation and provided the conceptual link between organizational routines and sociomaterial entanglements. Based on a comparison of relevant routines at different points in time during (post-) implementation, five categories of practices individuals (in different positions/at different organizational levels) employed to repair routine performances were identified. Two of the practices aimed directly at adapting routines. But, individuals also developed additional support practices (i.e., work practices, which are performed in addition to, but share common fragments with, the supported routine). Two more repair practices targeted the sociomaterial background based on which routines are established, that is they changed the basis on which those actants are delineated, which are subsequently forming routine fragments. Thus, in line with other studies of post-implementation behavior, the findings show that repairing routines is a collaborative achievement of many, if not all, individuals directly and indirectly affected by the technological change. Yet, the repair practices employed at different levels do not operate independently, but are highly interrelated. Like researchers studying other phenomena using a sociomaterial lens, both physical (e.g., use of printouts) as well as digital (e.g., functionality of new ES technology) materiality were found to be important constituents of problems and repair practice. Furthermore, time was similarly important for repairing routines as both the timing of routine executions as well as the unfolding of repair practices over time had major effects on the final success of recreating routines. The findings also highlight that repair practices are different with respect to their persistence. While those practices employed to handle the situation of change were more likely to disappear again (yet did not necessarily do so), those required for adapting routines and accommodating the new system most likely persist. In conclusion, repairing routines after ES technology implementation does not only involve replacing one routine fragment (related to the old technology) with a new fragment (based on new technology) and appropriately reincorporating this new fragment into an otherwise stable routine. To the contrary, repairing routines implicates far more profound changes to routines, which have to be negotiated both with the social and material environment, and further requires adjusting the sociomaterial background based on which routines are established. In addition, repair practices evolve over time and differ with respect to their persistence. Thus, repairing a routine has a social, material, and temporal dimension, which jointly have to be considered. This doctoral thesis contributes to theory by providing a conceptual account of ES Transformation, which offers an explanation of how a working ES is reestablished by repairing routines after the implementation of ES technology. These findings are also valuable for practitioners as they allow them to better understand and consequently better plan and manage ES Transformations

Empathy-Based Stories of Digitalization and Professional Development : An empirical illustration and methodological exploration of the method of empathy-based stories

Tämä väitöstutkimus sisältää kahdenlaisia tavoitteita – metodologisia ja empiirisiä. Ensimmäisenä, metodologisena tavoitteena on esitellä ja kehittää edelleen kvalitatiivista aineistonkeruumenetelmää, jota kutsutaan eläytymismenetelmäksi. Eläytymismenetelmässä tutkimuksen osallistujat kirjoittavat lyhyehköjä tarinoita tutkijan suunnittelemien orientaatioiden, niin kutsuttujen kehyskertomusten, perusteella. Ydinajatuksena menetelmässä on, että kehyskertomuksista on olemassa aina vähintään kaksi versiota, jotka poikkeavat toisistaan yhden tekijän suhteen. Tämän varioinnin avulla tutkija pystyy tarkastelemaan sitä, kuinka osallistujien tarinat muuttuvat, kun yhtä seikkaa muutetaan. Tämän artikkeliväitöskirjan ensimmäinen osajulkaisu havainnollistaa kirjallisuuskatsauksen avulla, kuinka eläytymismenetelmää on käytetty Suomessa erityisesti kasvatustieteissä, ja tarkastelee menetelmän vahvuuksia, rajoja sekä tulevaisuuden näkymiä. Kirjallisuuskatsaus osoittaa, että vaikka eläytymismenetelmää on käytetty Suomessa jo vuosikymmenten ajan, kansainvälisesti menetelmää on käytetty verrattain vähän. Menetelmän lanseeraaminen kansainvälisesti onkin väitöskirjan toisen osajulkaisun tavoitteena. Tässä metodologisessa artikkelissa esitellään menetelmään historiaa ja teoreettisia lähtökohtia, havainnollistetaan menetelmän käyttötapoja sekä pohditaan menetelmän yhteyttä narratiivisiin tutkimuksiin sekä sen metodologisia mahdollisuuksia ja rajoja. Väitöskirjan toisena, empiirisenä tavoitteena on tutkia digitalisaation ja ammatillisen kehittymisen välistä suhdetta 81 suomalaisen valtion työntekijän eläytymismenetelmätarinan (N = 101) avulla. Näiden tarinoiden avulla tarkastellaan valtion työntekijöiden näkemyksiä siitä, kuinka digitalisaatio voi tukea tai haitata työntekijöiden ammatillista kehittymistä muuttamalla työpaikkojen oppimismahdollisuuksia (osajulkaisu III), ja vaikuttamalla työn ja ammatillisen identiteetin väliseen tasapainoon (osajulkaisu IV). Väitöskirjan empiiriset tulokset auttavat laajentamaan ymmärrystä niistä mahdollisista tavoista, joilla digitalisaatio voi vaikuttaa työntekijöiden ammatilliseen kehittymiseen. Tulokset osoittavat, miten digitalisaatio voi sekä tukea että haitata ammatillista kehittymistä vaikuttamalla työpaikan oppimismahdollisuuksiin, kuten työn vaatimuksiin, työn hallintaan, työtehtävien monimuotoisuuteen sekä sosiaaliseen tukeen muuttamalla työtehtäviä, työkäytäntöjä ja osaamisen kehittämistä sekä tiedon hallintaa. Sen lisäksi, että tulokset esittävät, kuinka digitalisaatio voi muuttaa työpaikkoja oppimisympäristöinä, tulokset osoittavat, että digitalisaation rooli ammatillisessa kehittymisessä liitetään myös työntekijöiden ammatilliseen identiteettiin ja siihen, miten työntekijät harjoittavat ammatillista toimijuuttaan. Tulokset havainnollistavat neljän tyypin kautta sitä, kuinka työn digitalisaation nähdään eri tavoin haastavan tai tukevan työn ja ammatillisen identiteetin välistä tasapainoa, johtaen työntekijää osallistumaan identiteettityöhön, sekä oman työn ja uran tuunaamiseen. Kaiken kaikkiaan tulokset osoittavat, kuinka ymmärrys digitalisaation roolista työntekijän ammatillisessa kehittymisessä edellyttää moniulotteista tarkastelua, jossa huomioidaan työpaikan oppimismahdollisuuksien sekä työntekijän ammatillisen identiteetin ja toimijuuden välinen vuorovaikutteinen suhde. Väitöskirja edistää ammatillista kehitystä ja digitalisaatiota koskevaa tutkimusta soveltamalla uutta tiedonkeruumenetelmää, joka osoittaa mielikuvituksen ja tarinankerronnan voiman tutkittaessa, miten yksilöt ymmärtävät ja näkevät jonkin ilmiön. Esittelemällä eläytymismenetelmää ja sen käyttöä niin teoreettisesti kuin empiirisestikin, väitöskirja pyrkii herättämään metodologista keskustelua ja innostamaan tutkijoita löytämään uusia tapoja käyttää eläytymismenetelmää erilaisissa yhteyksissä.Overall, this article-based dissertation has twofold aims – methodological and empirical. First, the methodological aim is to introduce and further develop a qualitative data collection method called the method of empathy-based stories (MEBS). In the MEBS, the participants write short texts or stories based on frame stories (i.e., introductory scripts) designed by the researcher. The core idea in the MEBS is that at least two versions of a frame story exist, which differ in one element. This variation enables the researcher to examine how the stories change when one element is varied. In this dissertation, a literature review (Publication I) shows how the MEBS has been used in Finland, and discusses its strengths, limitations, and future prospects. The literature review demonstrates that although the MEBS has been used in Finland for decades, it is still a nascent method in international contexts. Thus, a methodological article (Publication II) introduces the method internationally for the first time. This second article illustrates some possible ways to design and conduct MEBS research, discusses its relation to narrative methods as well as explores its methodological possibilities and limitations. The second aim of this dissertation is to empirically illustrate the possible relation between digitalization of work and professional development. Drawing on 101 empathy-based stories from 81 Finnish government workers, this dissertation provides different scenarios and illustrations on how digitalization might either support or hinder workers’ professional development. More specifically, the dissertation provides insights on how digitalization might alter the learning opportunities of the workplace (Publication III) and how digitalization can lead to different experiences of and responses to work–identity (mis)alignments (Publication IV). Overall, this dissertation’s empirical findings lay the foundation for a more comprehensive understanding of the ways in which digitalization may influence workers’ professional development by illustrating possible scenarios and typifications. The findings show how digitalization, by changing work tasks, work practices, and knowledge development and management, potentially alters a variety of aspects related to workplace learning opportunities, such as job demands, the level of job control, task variety and complexity, and social support, and thus can either support or hinder professional development. In addition to illustrating how digitalization may change workplaces as learning environments, the findings show that whether digitalization supports or hinders professional development also relates to workers’ professional identities and how they practice their professional agency at work. Four types of workers (thriving developer, loyal transformer, stagnant self- doubter, and career crafter) are identified from the participants’ stories. By introducing these four typifications, the findings describe how digitalization influences professional development by requiring the workers to assess how their work aligns with their professional identities, consequently resulting in experiences of work–identity (mis)alignments, and agentic actions in the form of identity work and job crafting. Altogether, the findings emphasize the need to broaden our view on what accounts for professional development. The results also suggests that a full understanding of how digitalization can either support or hinder workers’ professional development requires a theoretically complex view that acknowledges the interrelations among digitalization, the workplace learning opportunities, professional identity, and professional agency. This dissertation contributes to existing research on professional development and digitalization by applying a novel data collection method, that demonstrates the power of imagination and storytelling in exploring individuals’ perceptions, understandings, and sense-making. Moreover, by introducing the MEBS and showcasing its use empirically, this dissertation aims to generate methodological discussions and inspire researchers to find new ways of using the MEBS in diverse contexts