Personal-professional efficiency of employees in the mature digital organization

The article considers the conditions of personal-professional efficiency of employees in the context of organizational AI maturity as the readiness and ability to use artificial intelligence (AI) technologies. The study is based on the hypothesis that the continuous self-improvement of mature digital organizations affects work processes in the given external environment and directly stimulates personal self-improvement of employees in their professional activities. As an AI-mature organization the authors selected a company that has gone through the largest digital transformation and currently implements digital projects both for business and for solving strategic government tasks; one of its priorities is the integration of AI of “new generation” into the human-centric model of business processes (1). The authors show a high level of correlation between AI maturity and the human-centric focus of personal-professional efficiency, which suggests the need for controlled formation of a creative personality with a high level of subjectivity, motivation, responsibility, adaptability and learning ability, capable of building effective interaction and using digital environment, including AI technologies. The relevant criteria for personal self-development are as follows: adaptability, openness, tolerance for uncertainty, self-regulation, courage and metacognitive abilities. The study proved a potential negative impact of digitalization on mental health due to the level of development of digital environment and workspaces of digital companies. Thus, organizational sustainability in an intensively changing environment requires monitoring of the reserves of personal and professional efficiency and the working base that has the potential for continuous improvement and adaptation as a condition for maintaining and releasing cognitive reserves. The authors assess the prospects for an organizational culture of a selective autopoiesis type provided its AI maturity. The feature of such a culture is a human-centric selection of innovative samples of professional and social-cultural activities of employees under their personal and professional development. Based on the monitoring results, the samples as constructs of the change fund can be refined to be self-disseminated in the form of positive and negative feedback.