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Future of Work with AI Agents: Auditing Automation and Augmentation Potential across the US Workforce

Created by
  • Haebom

Author

Yijia Shao, Humishka Zope, Yucheng Jiang, Jiaxin Pei, David Nguyen, Erik Brynjolfsson, Diyi Yang

Outline

This paper proposes a novel audit framework to address the lack of systematic understanding of the labor market implications of the rapid development of complex artificial intelligence systems (AI agents). The framework assesses the alignment between tasks that workers want to be automated or augmented by AI agents and their current technical capabilities. We capture subtle worker desires through audio-enhanced mini-interviews and introduce the Human Agency Scale (HAS) to quantify the level of human involvement. We collect the preferences of 1,500 domain workers and AI expert competency ratings for over 844 tasks across 104 occupations from the WORKBank database, built on the U.S. Department of Labor’s O*NET database. By considering desires and technical capabilities together, we categorize tasks into automation “green light” zones, automation “red light” zones, R&D opportunity zones, and low priority zones. Beyond a simple automation-or-nothing dichotomy, we show diverse HAS profiles across occupations, reflecting heterogeneous expectations of human involvement. We also provide early signals of how the integration of AI agents may reconfigure core human competencies from information-centric to interpersonal skills. In conclusion, we emphasize the importance of tailoring AI agent development to human needs and preparing for changing workplace dynamics.

Takeaways, Limitations

Takeaways:
We present a new framework and database (WORKBank) that comprehensively analyzes workers' preferences and technical feasibility for introducing AI agents.
Beyond a simple dichotomous approach to automation potential, it reveals workers' varying preferences for the level of human involvement.
The integration of AI agents suggests that core human competencies can shift from information-centric skills to interpersonal skills.
Provides important information for setting the direction of AI agent development and establishing strategies to prepare for changes in the labor market.
Limitations:
Because the data used in the study are based on the U.S. Department of Labor's O*NET database, generalizability to other countries or cultures may be limited.
Subjectivity in assessing AI experts’ competency may influence the results.
Short-term data collection may be limited in predicting long-term trends.
Lack of in-depth discussion of the ethical and social implications of AI agents.
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