1* Research Scholar, Faculty of Management Sciences, SOA Deemed to be University, Bhubaneswar, Odisha (Corresponding Author). Email: sarkarsanhita60@gmail.com | Contact: 7606876843
2 Assistant Professor, Faculty of Management Sciences, SOA Deemed to be University, Bhubaneswar, Odisha. Email: nehagupta@soa.ac.in | Contact: 9658233871
3 Associate Professor (HR) - cum - Manager Placement & Training, BIITM Bhubaneswar, Odisha. Email: annjaandaash@gmail.com | ORCID: https://orcid.org/0009-0002-4583-9857 | Contact: 8093008240
4 Assistant Professor, Biju Patnaik Institute of Information Technology and Management Studies, Bhubaneswar, Odisha. Email: lingamnaveen3@gmail.com | Contact: 9040919886
5 Associate Professor, Faculty of Management Sciences, SOA Deemed to be University, Bhubaneswar, Odisha. Email: alakasamantaray@soa.ac.in | ORCID: 0000-0001-9365-6102
The COVID-19 pandemic has become a new necessity in an organization, which has led to the emergence of the phenomenon of digitalization and has given the opportunity to connect and continue business remotely. Its application in human resource management (HRM) has been shown to have been a factor of efficiency in regard to e-recruitment, automation, and e-based decision-making, but it has raised psychosocial issues for employees. The paper examines how digitalization affects the welfare of employees and sustainable HR practices with specific attention to the socio-behavioural dimension of technological change. The research combines the interdisciplinary information of technological sociology, organizational psychology, and HRM to create a comprehensive view of the area by systematizing the review of the literature conducted in the PRISMA method. The data show that the HR application of AI in employee engagement, productivity, and sustainability improves the operations on the basis of personalization and predictive analytics but also introduces a threat of technostress, anxiety, and digital exhaustion simultaneously. The paper introduces a research gap, which is also of critical importance in relation to preventive actions on technostress and ethical and psychological impacts of digitalization. It points at the necessity to promote the idea of digital leadership, IT consciousness and work-life balance in the quest to improve well-being in organizations in a sustainable way. Overall, the paper has positioned digitalization within the context of socio-technical and behavioural trends that characterize the evolving landscape of employee welfare and sustainability of the company. The findings offer both theoretical and practical data on the ways how HR professionals may develop socially responsible, inclusive, and humanistic digital strategies.
Keywords: Digitalization, Employee Well-Being, Sustainable HR Practices, Technostress, AI-Driven HRM
How to cite this article: Sarkar S, Gupta N, Daash A, Naveen L, Samantaray A. Navigating Digital Shift: Impact on Employee Well-Being and Sustainable HR Practices. Int J Drug Deliv Technol. 2026;16(4): 128-137. DOI: 10.25258/ijddt.16.4.15
Source of support: Nil.
Conflict of interest: None