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This literature review summarizes and analyzes empirical findings on the impacts of technological change (TC) on wages. In doing so it sheds light on different approaches regarding theory and operationalization that origin from the fields of HRM and labor economics. Each of the observed approaches assumes different moderating effects on the causal link between technology and wages such as skills, tasks, bargaining power and the nature of innovation. The analysis of 26 studies finds that technology impacts wages mostly positively, especially for worker groups who are confronted with process innovations, have higher skills, more non-routine tasks and higher bargaining power. The skill-biased technological change theory (SBTC) is still most pervasive in explaining impacts of technology on wages. Results that contradict the SBTC are often found to be the outcome of endogenous technological change: Firms paying higher wages adopt more new technology. Furthermore, the author argues that matched employer-employee data are best suited for analyzing the impact of technology on wages. For future research the author suggests refining how technological change is operationalized and points out the need to consider theoretical approaches that integrate institutional arrangements and qualitative differences between different innovations and technologies into their analysis.