Big Data in the Workplace: Annotated Bibliography

Subject: Employee Management
Pages: 2
Words: 898
Reading time:
3 min
Study level: Bachelor

The issue that needs to be fixed is connected to actions that should be performed in the workplace with regard to surveillance and employee tracking. This notion can be assessed as problematic since rigorous employee surveillance can become a subject to a potential conflict of interests. A more detailed idea linked to the conception of monitoring is the ethical issues and moral implications of modern employee surveillance. To solve the issue, it is needed to elaborate a concrete framework of employee monitoring since, due to its absence, employers and employees have no basis for negotiating the aspects of personal privacy. A moderating part would be needed to fully discuss how the proposed action would be completed since no agreement can be reached if no regulations or limits are introduced.

Abraham, M., Niessen, C., Schnabel, C., Lorek, K., Grimm, V., Möslein, K., & Wrede, M. (2019). Electronic monitoring at work: The role of attitudes, functions, and perceived control for the acceptance of tracking technologies. Human Resource Management Journal, 29(4), 657-675. 

The study’s findings suggest that innovative monitoring technology cannot be embraced without conditions and may be the topic of negotiations and disputes. Employee preferences and welfare must be considered during the monitoring system implementation by human resource managers to increase acceptability and productivity. The information obtained from this article will be used to analyze the level of conflict that can arise due to improper monitoring.

Adiguzel, Z., Karaalioglu, S. N., & Zehir, C. (2021). Analysis of the effects of time pressure and supervisor support on organizational cynicism and employee surveillance in organization. Revista Perspectiva Empresarial, 8(1), 7-26. 

The scholars in this research examine the connections between the characteristics of employee monitoring, supervisor approval, organizational skepticism, and time constraints. As an outcome, it is recognized from the investigation that time constraints and supervisor mentorship have a substantial impact on organizational distrust and employee monitoring. It can be utilized in the paper to illustrate how employer oversight is reflected in different organizational settings.

Balica, R. (2019). Automated data analysis in organizations: Sensory algorithmic devices, intrusive workplace monitoring, and employee surveillance. Psychosociological Issues in Human Resource Management, 7(2), 61-67.

The link between perceptual algorithmic technologies, intrusive job monitoring, and staff surveillance is reviewed and advanced in this article. The author elaborated analysis and made estimates regarding contributors to success in human resource management with data and analytics on workplace monitoring. The source will be used in the paper as evidence for describing the digital aspects of employer oversight and performance tracking.

Blumenfeld, S., Anderson, G., & Hooper, V. (2020). Covid-19 and employee surveillance. New Zealand Journal of Employment Relations, 45(2), 42-56. Web.

The topic of computerized workplace surveillance, its effects on employees’ confidentiality, and the importance of collective agreements in tackling this emerging practice are covered in this article. The methods of electronic employee monitoring have gained a significant boost as a result of the pandemic, and organizations were rapidly adopting digital surveillance techniques. This source will be used to provide reasonable arguments related to the link between digital employee surveillance and the impact of COVID-19.

Ebert, I., Wildhaber, I., & Adams-Prassl, J. (2021). Big Data in the workplace: Privacy Due Diligence as a human rights-based approach to employee privacy protection. Big Data & Society, 8(1), 20539517211013051. 

The purpose of this article is to demonstrate the benefits of human rights-based methods in addressing the business duty to protect privacy by examining the possibilities and drawbacks of legal and technology solutions. To supplement current frameworks for protecting workers’ privacy in the period of Big Data monitoring, the authors create a process-oriented paradigm. The source will be utilized to analyze the aspects of employee privacy within the paradigm of surveillance.

Indiparambil, J. J. (2019). Privacy and beyond: Socio-ethical concerns of ‘on-the-job’ surveillance. Asian Journal of Business Ethics, 8(1), 73-105.

The purpose of this article is to raise previously unmentioned moral and social issues about the use of advanced technology for employee monitoring in the modern workplace. It examines workplace technology implementations critically, analyzes surveillance systems and the reasons for and against them, and suggests an ethics of corporate monitoring within a context of trust. Hence, the paper can be used as a counterargument since it includes notions regarding the threats related to monitoring.

Manokha, I. (2020). The implications of digital employee monitoring and people analytics for power relations in the workplace. Surveillance and Society, 18(4). 

This article defends the claim that contemporary workplaces resemble omnipresent control environments and explores the effects of the underlying historical shift in the model of employee control on power dynamics within. With current technological surveillance methods, the manager is constantly monitoring and evaluating. The source will be used in the paper with the aim of discussing the historical perspective regarding employee surveillance and traditional workplace conditions.

Nuseir, M. T., & Ghandour, A. (2019). Ethical issues in modern business management. International Journal of Procurement Management, 12(5), 592-605. 

The authors found that, as indicated by the expansion of concerns and complaints, globalization and the digitization of business have changed not solely the ethical considerations but additionally their seriousness. Review attempts have been made in order to identify mitigation measures and gain a thorough knowledge of the ethical issues with digital control. The facts retrieved from this article will be useful in assessing the general view on digital business management features and their ethical problems.