Aug 2026· Sociopolitical sciences· Vol 16, pp. 166-171· 0 citations· 2 references
TL;DR
The role of management sociology in balancing automation and the preservation of the human dimension of legal practice is examined, enabling law firms to adapt to digitalisation while preserving the unique values of the legal profession.
Abstract
Modern law firms face the imperative to implement innovative technologies, primarily artificial intelligence (AI), generating both management opportunities and systemic risks. International evidence demonstrates the practical efficacy of AI in the following zones:automated contract analysis and compliance checking (Harvey AI, Luminance, Kira Systems); legal forecasting and judicial decision analytics (Lex Machina, ROSS Intelligence); e-discovery automation and large-scale document processing; standard legal document builders and client-service chatbots. According to the LawPay/MyCase Report (2024), the adoption of specialised AI tools increased work efficiency for 53% of respondents and “significantly” for 24%. At the same time, risks remain: de-intellectualisation, replacement of ethical judgement with algorithmic outputs, and displacement of vulnerable professional groups. This article examines the role of management sociology in balancing automation and the preservation of the human dimension of legal practice. Strategies are proposed for managing human capital, fostering a culture of collaboration, and integrating ethical norms, enabling law firms to adapt to digitalisation while preserving the unique values of the legal profession.
Digitalisation has become one of the main forces reshaping Human Resource Management. This paper examines how Artificial Intelligence, erecruitment and HR Analytics are changing the way organisations attract, assess, develop and retain talent, with particular attention to the situation in Romania. Based on an integrative literature review of academic and institutional sources, the study analyses four key areas: the benefits and limitations of AI in HR decisionmaking, the impact of digital recruitment and online interviews on candidate experience, the factors influencing the adoption of HR Analytics, and approaches to reducing digital skills gaps while promoting inclusion. The findings indicate that these technologies can generate significant improvements in efficiency, speed and consistency. At the same time, they introduce notable risks – algorithmic bias, privacy concerns, perceived surveillance and the potential to widen inequalities when digital competencies vary widely. The paper argues that successful digital HRM in Romania goes well beyond the simple adoption of new technologies. Real progress depends on sound governance, effective human control, sustained investment in digital skills and genuine inclusion measures, all aligned with European standards.
Ionuț Drăgulescu, Daniel Danilov, Maria Dumitrache et al.· The Annals of the University...· 0 citations
Artificial Intelligence (AI) has transformed and revolutionized the technological and informational space of the 21st century. AI has also reconfigured the way of relating and interacting with the information system, the work environment, the occupational structure, and the societal space. Within the framework of this study, the general objective aims to analyze and evaluate employee rights in the context of organizational change, technological innovation-driven algorithmic governance generated by automation and intelligent systems. The specific objective of the research focuses on reskilling under AI rules, AI civil liability for workers’ rights regime, ethical use of algorithmic governance at the workplace, and social and behavioral outcomes.
The current research uses legal-organizational analysis (LOA), combining systematic literature review with legal and exploratory-descriptive study of the AI phenomenon in order to identify the current state of regulation in the field. This method is complemented by comparative legal analysis of different regulatory systems at a global level, as well as good practices in the workplace and case studies of representative examples of AI regulation in the workplace to identify how automation is transforming the occupational space and employment relationships.
The legal-organizational analysis highlights the legal developments in Europe, the Americas, and the Asia-Pacific, identifying the diverse dimensions of the regulatory architectural structure for AI technology across six interrelated pillars. The results indicate that AI regulation across Europe, the Americas, and the Asia-Pacific is increasingly intersecting around human rights and personal data protection, risk-based governance, and accountability mechanisms, particularly in the employment environment. Legal frameworks emphasize transparency, non-discrimination, and the need for human oversight in AI-powered workplace decisions.
The conclusions highlight that across Europe, the Americas and the Asia-Pacific, AI regulation is increasingly organized around six dimensions: protection of human rights and data privacy in the workplace; governance frameworks addressing reskilling, job transformation and adaptation to AI-driven work models; risk-based oversight of AI systems; AI civil liability regimes affecting employee rights and HR practices; promotion of ethical AI to foster trust and mitigate bias; and strengthened monitoring, accountability and non-discrimination mechanisms.
Anca Parmena Olimid, Cătălina Maria Georgescu, D. Olimid et al.· Frontiers in Sociology· 0 citations
This article provides a theoretical foundation and integrated analysis of the convergence among quality management, organizational knowledge dynamics, and the imperative of innovation in the public sector, with a specific focus on public order and national security institutions. In an environment characterized by volatility, uncertainty, complexity, and ambiguity (VUCA), traditional reactive administrative models have demonstrated their structural inefficiency. The study proposes a paradigm shift toward Intelligence-Led Policing (ILP), arguing that modern quality management (Quality 4.0) should not be perceived as a bureaucratic barrier but rather as the critical infrastructure that catalyzes knowledge flows and facilitates the absorption of innovation. Methodologically, the research adopts a conceptual-analytical approach based on systemic modeling of intellectual capital through the lens of bibliography and on a comparative-normative analysis of international standards (ISO 9001:2015) in relation to national regulations (OSGG 600/2018). The findings reveal the existence of profound cultural barriers—such as knowledge hoarding and “mimetic quality”—generated by Weberian hierarchical rigidity. The discussion highlights that institutional performance and citizens’ perceptions of public safety depend directly on an organization’s capacity to transform tacit operational knowledge into codified structural capital. Finally, strategic recommendations are advanced regarding digitalization and the redefinition of leadership toward a Knowledge Manager model..
B. Malea· Annals of the Academy of Rom...· 0 citations
This research adopts a critical lens to explore the overlay of commercial innovation and legal regulation in nascent Metaverse manifestations in the UAE. Even as efforts like the Dubai Metaverse Strategy enhance the U.A.E.’s claim to digital leadership, questions remain about inclusive participation and the rule of law. Building on the Capability Approach, Human Capital Theory, and Network Economics, it discusses how all types of virtual economies are influenced by income, education, and digital skills. Mixed-method research involving 200 participants shows that digital literacy, income, and perceived benefit are all strongly related and positively associated (R² = 0.59, p < 0.001), but inequality prevents participation. These findings highlight the importance of a comprehensive approach to governance and regulation of VA and a developed business law system (i.e., IP, contracts, data protection). “Providing affordable XR access for more targeted literacy programmes and an inclusive policy to support universal Metaverse engagement would be an action of restoring digital justice and the sustainability of innovation for the creative ambitions of the UAE.
Amer Hani, Al Qassem, Abdallah Alshawabkeh et al.· Journal of Intelligent Decis...· 0 citations
The article focuses on how the teal management concept is adapted to the Russian commercial sector. F. Laloux's framework, which links organizational development to self-management, wholeness and evolutionary purpose, is used as the theoretical basis. The empirical analysis compares four international cases – Buurtzorg, Morning Star, Patagonia and Sounds True – with Russian companies including VkusVill, Tochka, Mindbox, Fabrika Okon, Neti, Askona and Sberbank. The cases are assessed through five interrelated dimensions: distribution of decision rights, employee wholeness and psychological safety, evolutionary orientation, information transparency and organizational resilience. The findings do not support a rigid division between teal and non-teal organizations. A more informative approach is to evaluate how consistently declared principles are embedded in actual decision-making, coordination and accountability mechanisms. International cases more often evolve around the founder's values and gradually institutionalize alternative coordination practices. Russian companies usually introduce selected teal elements to address specific managerial problems while strategic authority remains concentrated at the owner or senior-management level. Sustainable transformation requires clear boundaries of autonomy, access to managerial information, employee maturity, formal coordination procedures and gradual delegation of authority.
Valery B. Kasimov, Danila A. Kladikov, Vasily V. Shvyrst· EKONOMIKA I UPRAVLENIE: PROB...· 0 citations
Knowledge management (KM) and the related literature on intellectual capital (IC) have a long-standing tradition of emphasizing the fundamental role of human knowledge, including know-how, reasoning, and judgement, as the central pillar of organizational decision-making and value creation. It represents one of the key aspects of what has been traditionally considered as “sufficient” knowledge utilized in knowledge work and to successfully conducting complex knowledge-intensive work tasks. In this school of thought, humans are seen as reliable agents while non-human sources, such as digital technologies, pose technical and institutional risks. Simultaneously, a corpus of scholarly work in management and information systems has argued and provided empirical evidence on the superiority of digital technology enabled data-driven decisions in terms of their quickness and accuracy, claiming that algorithms consistently outperform humans in decision-making. In this school of thought, the cognitive limitations of human agents and the risk of potential occurrence of human error are underlined, while the processing power and consistency of digital technologies considered a gold standard. To overcome the hurdle related to “algorithmic aversion” yet mitigating the risk of falling to the trap of “artificial certainty”, this study embarks 1) conceptualizing knowledge sufficiency in the era of contemporary digital technologies and 2) elaborating the degree of technological assistance required to reach the elusive levels of knowledge sufficiency in complex, non-routine organizational tasks and processes. Through conceptual work and empirical snippets, this study helps organizations maximize the benefits of technology-driven knowledge while safeguarding the uncertainties of critical decisions, helping them to successfully navigate the landscape of contemporary digital technologies.
Henri Hussinki· European Conference on Knowl...· 0 citations