Journal articles: 'Workplace privacy'

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Goldberg, llene, and Ira Sprotzer. "Workplace Privacy." Health Care Manager 17, no. 2 (December 1998): 21–27. http://dx.doi.org/10.1097/00126450-199812000-00005.

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Muenchinger, Nancy E. "WORKPLACE PRIVACY — FRANCE." Computer Law & Security Review 18, no. 6 (November 2002): 421–26. http://dx.doi.org/10.1016/s0267-3649(02)01109-3.

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Maher, Terrence P. "Privacy in the Workplace." Laboratory Medicine 26, no. 10 (October 1, 1995): 636–38. http://dx.doi.org/10.1093/labmed/26.10.636.

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Cozzetto, Don A., and Theodore B. Pedeliski. "Privacy and the Workplace." Review of Public Personnel Administration 16, no. 2 (April 1996): 21–31. http://dx.doi.org/10.1177/0734371x9601600203.

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Doyle, Rodger. "Privacy in the Workplace." Scientific American 280, no. 1 (January 1999): 36. http://dx.doi.org/10.1038/scientificamerican0199-36.

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Lieber, Lynn D. "Workplace privacy between coworkers." Employment Relations Today 34, no. 2 (2007): 107–14. http://dx.doi.org/10.1002/ert.20158.

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Charlesworth, Andrew J. "Privacy, Personal Information and Employment." Surveillance & Society 1, no. 2 (September 1, 2002): 217–22. http://dx.doi.org/10.24908/ss.v1i2.3355.

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It is a widely accepted proposition, reflected in privacy-enhancing legislation and regulations, that individuals will have less privacy in their workplace activities than in their private lives. However, modern technologies and business practices have blurred the boundary between private life and workplace, and a re-evaluation of the traditional legislative and regulatory protections for privacy in employment is required.

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Anjum, Nomana, Roland Ashcroft, and Jeanette Paul. "Privacy in the Workplace Design." Design Journal 7, no. 1 (March 2004): 27–42. http://dx.doi.org/10.2752/146069204789355236.

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Decker, Kurt H. "Workplace Privacy for the 1990s." Journal of Individual Employment Rights 3, no. 1 (January 1, 1994): 17–34. http://dx.doi.org/10.2190/edaq-h0ur-9dh2-twkt.

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Martucci, William C., and Jennifer K. Oldvader. "Workplace privacy and data security." Employment Relations Today 37, no. 2 (July 13, 2010): 59–66. http://dx.doi.org/10.1002/ert.20299.

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Brown, William S. "Technology, workplace privacy and personhood." Journal of Business Ethics 15, no. 11 (November 1996): 1237–48. http://dx.doi.org/10.1007/bf00412822.

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Cozzetto, Don A., and Theodore B. Pedeliski. "Privacy and the Workplace: Technology and Public Employment." Public Personnel Management 26, no. 4 (December 1997): 515–27. http://dx.doi.org/10.1177/009102609702600408.

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One of the most interesting, yet controversial, areas concerning public personnel is employee privacy. What limits are there to employers' intrusions into, and control over, employees' behaviors and personal properties. Claims of privacy abuse come against an employer's prerogatives in establishing workplace standards, and ensuring the efficiency of administration. There are five major areas which trigger privacy matters in the area of public sector employment: background checks, cognizance of off duty conduct and life styles, drug testing, workplace searches, and monitoring of workplace activity. Of these, the fifth, monitoring of employees in the workplace, has raised a range of new conflicts between employer and employee. The problems are particularly acute as technological advances change the nature of work, communication, and supervisory functions in private and public agencies. These conflicts open anew the basic questions as to what is private, what is proprietary, what legal rights an employee possesses, and what an employee's obligations and responsibilities are within the sphere of public employment.

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Snyder, Jason, and Mark D. Cistulli. "Social media efficacy and workplace relationships." Corporate Communications: An International Journal 25, no. 3 (May 29, 2020): 463–76. http://dx.doi.org/10.1108/ccij-01-2020-0006.

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PurposeWith the increase of social media usage in the workplace as a background, this paper specifically addresses social media efficacy's and social media privacy's impact on supervisor and subordinate trust, affective organizational commitment (AOC) and organizational citizenship behavior (OCB) through the theoretical lens of communication privacy management (CPM) theory.Design/methodology/approachAn online survey of 337 full- and part-time workers was conducted.FindingsPath models showed that social media efficacy positively influenced social media privacy which in turn impacted both supervisor trust and subordinate trust. Supervisor trust was positively related to AOC, while subordinate trust positively influenced OCB. t-tests revealed differences between workers who have social media relationships with supervisors and/or subordinates and those workers without such relationships.Practical implicationsIf workers believe they are adept at using social media, they will also be less concerned about the company's ability to infringe upon privacy through unwanted access to social media content. If social media efficacy drives perceptions of social media privacy and indirectly influences trust and organizational outcomes then it may be worthwhile for organizations to help enhance workers' feelings of social media efficacy through professional development programs.Originality/valueThis study is the first to extend research on workplace communication privacy into the realm of social media. Social media relationships also influence the work environment. These findings can be used as information in future research as well as policy development and professional development programs.

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Vernon, Richard G. "Employee Testing Raises Workplace Privacy Issues." Hospital Topics 66, no. 2 (March 1988): 28–30. http://dx.doi.org/10.1080/00185868.1988.10544184.

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Watkins Allen, Myria, Stephanie J. Coopman, Joy L. Hart, and Kasey L. Walker. "Workplace Surveillance and Managing Privacy Boundaries." Management Communication Quarterly 21, no. 2 (November 2007): 172–200. http://dx.doi.org/10.1177/0893318907306033.

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Introna, Lucas D. "Workplace surveillance, privacy and distributive justice." ACM SIGCAS Computers and Society 30, no. 4 (December 2000): 33–39. http://dx.doi.org/10.1145/572260.572267.

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Linowes, David F., and Ray C. Spencer. "Privacy in the workplace in perspective." Human Resource Management Review 6, no. 3 (September 1996): 165–81. http://dx.doi.org/10.1016/s1053-4822(96)90011-x.

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Gengler, Barbara. "Workplace Monitoring Tops Privacy Hit-List." Network Security 2001, no. 2 (February 2001): 5–6. http://dx.doi.org/10.1016/s1353-4858(01)00213-6.

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Kupritz, Virginia W. "Workplace Privacy: How Job Types Matter." Performance Improvement Quarterly 33, no. 1 (January 2020): 31–54. http://dx.doi.org/10.1002/piq.21316.

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La France, Betty H. "“Don’t Get Your Meat Where You Get Your Bread”: Beliefs and Advice about Workplace Romance." Behavioral Sciences 12, no. 8 (August 11, 2022): 278. http://dx.doi.org/10.3390/bs12080278.

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This investigation identified contemporary beliefs about workplace romance and compared how those beliefs have changed since 1986. Different kinds of advice about workplace romance, and how that advice was related to extant beliefs, were also evaluated. A nationwide sample (N = 259) of organizational members with a variety of professional experiences responded to an anonymous online survey. Results indicated that there were three fundamental underlying beliefs about workplace romance: workplace romance is valuable, the right to demand privacy about workplace romance, and anti-workplace romance. Different types of advice—encouraging, warning, gender concern, and silence—were related to these existing beliefs. The substantial associations between beliefs and advice provide evidence for an implicit theory of workplace romance. Personal experience with such relationships was strongly related to the belief that workplace romance is valuable and the right to demand privacy about workplace romance. Additionally, personal experience was also associated with providing advice promoting workplace romance and advocating that employees should remain silent about engaging in such relationships. These results are discussed within the theoretical lens of boundary blending between the work sphere and the private sphere of social life.

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Hodges, Ann C. "Bargaining for Privacy in the Unionized Workplace." International Journal of Comparative Labour Law and Industrial Relations 22, Issue 2 (June 1, 2006): 147–82. http://dx.doi.org/10.54648/ijcl2006009.

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Abstract: This article considers whether collective bargaining can enhance privacy protection for employees in the United States. Employers are increasingly engaging in practices that invade employee privacy with few existing legal protections to limit their actions. While data on the extent of bargaining about privacy is limited, it appears that unions in the U.S. have primarily used the grievance and arbitration procedure to challenge invasions of privacy that lead to discipline of the employee instead of negotiating explicit contractual privacy rights. In contrast to the U.S., labor representatives in many other countries, particularly in the European Union, have greater legal rights of consultation with employers and take a more proactive approach to protection of employee privacy. While this approach offers promise for achieving greater privacy for employees and more flexibility for employers, the article concludes that it is unlikely to be widely adopted in the U.S. because of the limited power of labor unions.

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Bhave, Devasheesh P., Laurel H. Teo, and Reeshad S. Dalal. "Privacy at Work: A Review and a Research Agenda for a Contested Terrain." Journal of Management 46, no. 1 (October 10, 2019): 127–64. http://dx.doi.org/10.1177/0149206319878254.

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Privacy in the workplace is a pivotal concern for employees and employers. Employees expect to be in control of the personal information and access they provide to the organization. Employers, however, expect extensive information regarding their employees as well as extensive access to employees’ presence. The chasm between these two often competing expectations has been magnified by regulatory and technological trends. We begin the review by integrating viewpoints from multiple disciplines to disentangle definitions of privacy and to delineate the privacy contexts of information privacy and work environment privacy. We then identify the key stakeholders of privacy in the workplace and describe their interests. This discussion serves as a platform for our stakeholders’ privacy calculus model, which in turn provides a framework within which we review empirical findings on workplace privacy from organizational research and related disciplines and from which we identify gaps in the existing research. We then advance an extensive research agenda. Finally, we draw attention to emerging technologies and laws that have far-reaching implications for employees and employers. Our review provides a road map for researchers and practitioners to navigate the contested terrain of workplace privacy.

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Townsend, Anthony M., and James T. Bennett. "Privacy, technology, and conflict: Emerging issues and action in workplace privacy." Journal of Labor Research 24, no. 2 (June 2003): 195–205. http://dx.doi.org/10.1007/bf02701789.

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Hartman, Laura P. "Technology and Ethics: Privacy in the Workplace." Business and Society Review 106, no. 1 (March 2001): 1–27. http://dx.doi.org/10.1111/0045-3609.00099.

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Preston, David. "Business ethics and privacy in the workplace." ACM SIGCAS Computers and Society 28, no. 4 (December 1998): 12–18. http://dx.doi.org/10.1145/308364.308367.

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Schmitz, Patrick W. "Workplace surveillance, privacy protection, and efficiency wages." Labour Economics 12, no. 6 (December 2005): 727–38. http://dx.doi.org/10.1016/j.labeco.2004.06.001.

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Dillon, Thomas W., Arthur J. Hamilton, Daphyne S. Thomas, and Mark L. Usry. "The Importance of Communicating Workplace Privacy Policies." Employee Responsibilities and Rights Journal 20, no. 2 (March 19, 2008): 119–39. http://dx.doi.org/10.1007/s10672-008-9067-1.

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Nolan, Dennis R. "Privacy and profitability in the technological workplace." Journal of Labor Research 24, no. 2 (June 2003): 207–32. http://dx.doi.org/10.1007/bf02701790.

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Soto, Catalina. "Employee assistance program liability and workplace privacy." Journal of Business and Psychology 5, no. 4 (1991): 537–41. http://dx.doi.org/10.1007/bf01014502.

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Baker, Rose. "Collaboration, Privacy, Organizational Citizenship, and Workplace Resilience." Performance Improvement Quarterly 33, no. 1 (January 2020): 3–5. http://dx.doi.org/10.1002/piq.21331.

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Wall, Patricia S. "Drug Testing In The Workplace: An Update." Journal of Applied Business Research (JABR) 8, no. 2 (October 18, 2011): 127. http://dx.doi.org/10.19030/jabr.v8i2.6175.

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Drug testing is one of the most rapidly changing areas of employment law today. Although private employers are not bound by the same constitutional restrictions as public employers, they may still be sued on such grounds as invasion of privacy, defamation, and intentional infliction of emotional distress. Moreover, private employers holding federal contracts now must comply with both the Drug-Free Workplace Act of 1988 and the Drug-Free Work Force Act of 1988. This paper discusses some of the leading case and statutory law in the drug-testing area.

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Kapoor, Sayash, Matthew Sun, Mona Wang, Klaudia Jazwinska, and Elizabeth Anne Watkins. "Weaving Privacy and Power." Proceedings of the ACM on Human-Computer Interaction 6, CSCW2 (November 7, 2022): 1–33. http://dx.doi.org/10.1145/3555574.

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We investigate the privacy practices of labor organizers in the computing technology industry and explore the changes in these practices as a response to remote work. Our study is situated at the intersection of two pivotal shifts in workplace dynamics: (a) the increase in online workplace communications due to remote work, and (b) the resurgence of the labor movement and an increase in collective action in workplaces-especially in the tech industry, where this phenomenon has been dubbed the tech worker movement. The shift of work-related communications to online digital platforms in response to an increase in remote work is creating new opportunities for and risks to the privacy of workers. These risks are especially significant for organizers of collective action, with several well-publicized instances of retaliation against labor organizers by companies. Through a series of qualitative interviews with 29 tech workers involved in collective action, we investigate how labor organizers assess and mitigate risks to privacy while engaging in these actions. Among the most common risks that organizers experienced are retaliation from their employer, lateral worker conflict, emotional burnout, and the possibility of information about the collective effort leaking to management. Depending on the nature and source of the risk, organizers use a blend of digital security practices and community-based mechanisms. We find that digital security practices are more relevant when the threat comes from management, while community management and moderation are central to protecting organizers from lateral worker conflict. Since labor organizing is a collective rather than individual project, individual privacy and collective privacy are intertwined, sometimes in conflict and often mutually constitutive. Notions of privacy that solely center individuals are often incompatible with the needs of organizers, who noted that safety in numbers could only be achieved when workers presented a united front to management. Based on our interviews, we identify key topics for future research, such as the growing prevalence of surveillance software and the needs of international and gig worker organizers.We conclude with design recommendations that can help create safer, more secure and more private tools to better address the risks that organizers face.

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Chigona, W. "Synchronised smart phones: The collision of personal privacy and organisational data security." South African Journal of Business Management 43, no. 2 (June 29, 2012): 31–40. http://dx.doi.org/10.4102/sajbm.v43i2.181.

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The purpose of this study was to explore the organisational and individual motivations for incorporating personally-owned smart phones into the workplace and challenges arising from use; privacy and data security concerns of involved parties in the organisation. This study uses exploratory case study method and investigates privacy and security regarding personally-owned smart-phone usage in workplace. The study found that convenience, ease of use and access to emails were motives behind employees’ use of personal smart phones in the workplace. Further, employees have higher privacy expectation. Sample for this study was small to provide statistically meaningful results, Further research is needed to cover a larger case study spanning multiple organisations in other sectors. Mobile devices are creating challenges to organisational data security and employees’ right to information privacy. This study suggests that organisations need to reconsider data security and employees’ privacy policies to address possible conflict between data security and employees’ privacy.

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Nasreen, Irfana, Kashif Rathore, and Kashif Ali. "WORKPLACE SECURITY;." Professional Medical Journal 24, no. 01 (January 18, 2017): 150–65. http://dx.doi.org/10.29309/tpmj/2017.24.01.422.

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Introduction: This study is about female nursing staff whose mission is toprovide professional care to ailing patients, but who are also vulnerable to bullying, harassment,and even assault while they perform their duties. Objectives: The study attempts to describethe level of perceived workplace security among the nurses and investigate relationshipbetween theoretically identified predictors and the perceived workplace security of nursesworking in public hospitals in Lahore city. Study Design: Factors such as civility in co-workerbehavior, clarity of norms of communication with co-workers, integrity and trust of the leaders,awareness of law and legal procedure related to harassment at work place and physicalsettings characteristics—including transparency and privacy at the workplace—were modeledthrough a cross-sectional research design as contributing towards workplace security of femalenurses. Study Period: Oct 2015 to May, 2016. Methods: Multi-stage probability sampling wasused to collect data from 317 respondents working in five public sector hospitals in Lahorecity during first quarter of 2016. Zero-order correlation and multiple regression methods wereused to analyze the data. Findings: Results showed that civility (B=.071, p<.000) in co-workerbehavior, integrity (B=.185, p<.000) and trust of leaders (B=.059, p<.000) is the most potentfactor influencing perceived workplace security of female nurses. Moreover, clear norms ofcommunication (B=.169, p<.000) and privacy (B=.133, p<.000) at workplace also significantlyinfluence their perceived workplace security. Transparency (B=.017, p>.05) in physical settingsand awareness (B=-.014, p>.05)of law and legal procedures were found to be insignificant.Conclusion: It was concluded that setting clear work norms and leadership development inthe areas of integrity and trust can play a substantial role in improving perception of workplacesecurity in female nursing staff. Awareness of laws regarding harassment among nurses needto be increased through formal and concerted effort.

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Adel Mohammad A. Binyaseen, Adel Mohammad A. Binyaseen. "Workplace Environment and Productivity: Employees' Reaction towards the Quality of Physical Environment in Rented Saudi Workplaces." journal of king abdulaziz university environmental design Science 6, no. 1 (January 7, 2009): 123–35. http://dx.doi.org/10.4197/env.6-1.6.

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Research concerned with enhancing productivity in workplaces has considered physical environment as a key issue. Recent trends in workplace design always call for the need to use physical environment as a tool to encourage productivity. Due to the growing evidence which relates physical environment with productivity, this paper examines employees' satisfaction with their physical environment in five rented Saudi workplaces. The research is prompted by the need to demonstrate to Saudi governmental organizations that the existing situation of rented workplaces does not provide employees with enough support to perform their jobs effectively. Results out of five rented workplaces belonging to Municipality of Makkah revealed some dissatisfaction of different staff groups with nine important aspects of physical environment in workplaces. Satisfaction with Privacy, services and workspace area were found to be the strongest predictors of overall workplace satisfaction (OWS). Moreover, employees considered satisfaction with these predictors as important factors to achieve productivity.

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Sawallish-Adkins, Stacie. "GPS and Workplace Privacy: Impact and Legality of Using GPS in the Workplace." International Journal of Technology, Knowledge, and Society 4, no. 3 (2008): 231–38. http://dx.doi.org/10.18848/1832-3669/cgp/v04i03/55866.

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Allen, Jonathan P. "Workplace privacy in the newly integrated manufacturing environments." ACM SIGOIS Bulletin 14, no. 1 (July 1993): 17–18. http://dx.doi.org/10.1145/155748.155756.

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Le Poire, Beth A., Judee K. Burgoon, and Roxanne Parrott. "Status and privacy restoring communication in the workplace." Journal of Applied Communication Research 20, no. 4 (November 1992): 419–36. http://dx.doi.org/10.1080/00909889209365347.

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Miller, Christine, and F. Stuart Wells. "Balancing Security and Privacy in the Digital Workplace." Journal of Change Management 7, no. 3-4 (September 2007): 315–28. http://dx.doi.org/10.1080/14697010701779181.

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Lugaresi, Nicola. "Electronic privacy in the workplace: Transparency and responsibility." International Review of Law, Computers & Technology 24, no. 2 (July 2010): 163–73. http://dx.doi.org/10.1080/13600861003748276.

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Halcrow, Allan. "Navigating the new landscape of workplace privacy rights." Employment Relations Today 29, no. 1 (2002): 45–53. http://dx.doi.org/10.1002/ert.10026.

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Enqvist, Lena, and Yana Litins'ka. "Employee Health Data in European Law." Nordic Journal of European Law 5, no. 1 (August 31, 2022): 40–66. http://dx.doi.org/10.36969/njel.v5i1.24498.

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While there are many feasible reasons for employers to process employee health data, the protection of such data is a fundamental issue for ensuring employee rights to privacy in the workplace. The sharing of health data within workplaces can lead to various consequences, such as losing a sense of privacy, stigmatisation, job insecurity and social dumping. At the European level, the Convention for the Protection of Human Rights and Fundamental Freedoms (ECHR) and EU General Data Protection Regulation (GDPR)–two interconnected instruments–offer the most enforceable protection of employee health data. The article analyses the limits of employees’ right to privacy regarding health data, as delineated by the ECHR and GDPR. Using three fictive examples, we illustrate how the level of protection differs in these two instruments. In particular, we show that the protection of health data offered by the GDPR is seen as an objective act of processing at the time it is carried out, where the actual impact caused by the processing on private life is not considered. On the contrary, the ECHR’s applicability and offered level of protection in the employment context depend on subjective factors, such as the consequences of sharing the data.

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43

Masters, Marick F., and William S. Brown. "Managers' Workplace Privacy Rights: A Survey of Current Practice." Journal of Individual Employment Rights 2, no. 2 (January 1, 1993): 133–51. http://dx.doi.org/10.2190/ywm0-crva-88a7-4cjw.

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Paul Kovatch. "Privacy Rights in the Workplace: Constitutional and Statutory Considerations." Journal of Individual Employment Rights 9, no. 1 (January 1, 2000): 3–12. http://dx.doi.org/10.2190/lfu4-ja3t-wbb6-f7g1.

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Smith, Stephanie A., and Steven R. Brunner. "To Reveal or Conceal: Using Communication Privacy Management Theory to Understand Disclosures in the Workplace." Management Communication Quarterly 31, no. 3 (February 8, 2017): 429–46. http://dx.doi.org/10.1177/0893318917692896.

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A sample of 103 full-time employees from various organizations and industries completed an online, open-ended survey to explore and understand the decisions people make to manage their private disclosures at work. Communication privacy management theory was used to understand the management of private information. Results indicate that core and catalyst criteria motivate people to reveal/conceal at work, such as boundary maintenance based on organizational culture, relational considerations, a desire for feedback, and risk/benefit considerations. People also used implicit/explicit rules, reiteration of privacy rules, and retaliation to limit and respond to turbulence. The theoretical and practical implications of these findings are discussed along with limitations and directions for future research.

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46

Connolly, Regina, and Cliona McParland. "Dataveillance." Journal of Information Technology Research 5, no. 2 (April 2012): 31–45. http://dx.doi.org/10.4018/jitr.2012040103.

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Information privacy concerns are a dominant concern of the information age. Such concerns emanate from the tension between the correct use of personal information and information privacy. That tension has extended to the computer-mediated work environment as employees are becoming increasingly aware of the ways in which management can employ technologies to monitor their email and Internet interactions. Such information privacy concerns have the potential to negatively impact organisational productivity and employee morale. The aim of this paper is to outline some of the major issues relating to workplace surveillance and provide a balanced perspective that identifies the emerging issues and subsequent privacy concerns from the employee’s perspective as well as the rationale underlying managements’ decision to employ monitoring technologies in the workplace. In doing so, it attempts to progress academic understanding of this issue and enhance practitioners’ understanding of the factors that influence employees’ technology-related privacy concerns.

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Dorff, Elliot N. "Judaism, Business and Privacy." Business Ethics Quarterly 7, no. 2 (March 1997): 31–44. http://dx.doi.org/10.2307/3857296.

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Abstract:This article first describes some of the chief contrasts between Judaism and American secularism in their underlying convictions about the business environment and the expectations which all involved in business can have of each other—namely, duties vs. rights, communitarianism vs. individualism, and ties to God and to the environment based on our inherent status as God’s creatures rather than on our pragmatic choice. Conservative Judaism’s methodology for plumbing the Jewish tradition for guidance is described and contrasted to those of Orthodox and Reform Judaism.One example of how Conservative Judaism can inform us on a current matter is developed at some length—namely, privacy in the workplace. That section discusses (1) the reasons for protecting privacy; (2) protection from intrusion, including employer spying; (3) protection from disclosure of that intended to remain private; (4) individualistic vs. communitarian approaches to grounding the concern for privacy; and (5) contemporary implications for insuring privacy in business.

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Kingsley Westerman, Catherine Y., Emily M. Haverkamp, and Cheng Zeng. "Understanding Disclosure of Health Information to Workplace Friends." Behavioral Sciences 12, no. 10 (September 23, 2022): 355. http://dx.doi.org/10.3390/bs12100355.

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The purpose of this study was to learn about the process of disclosing health information to a coworker friend using the lens of Communication Privacy Management Theory. The study explores emerging themes regarding health information disclosure and predicts associations between privacy, social support, risk, stigma, and the willingness to disclose health information to a friend at work. Employees were asked to recall a time they shared health information with a coworker friend and report about the interaction via open-ended items and scales on a survey. The study found that as emotional support, instrumental support, perceived risk, and stigma of the information increased, so did the tendency to disclose to a coworker friend. Increased privacy of the information was associated with a decrease in the tendency to disclose. A thematic analysis of the open-ended results also revealed that employees shared information associated with personal on-going health problems to seek support, to relate to their coworker friends, and to maintain their friendship. The findings also indicated that employees were likely to receive social support from their coworker friends even if they were not seeking it.

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Moore, Phoebe, and Lukasz Piwek. "Regulating wellbeing in the brave new quantified workplace." Employee Relations 39, no. 3 (April 3, 2017): 308–16. http://dx.doi.org/10.1108/er-06-2016-0126.

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Purpose The purpose of this paper is to lay out the conceptual issues arising alongside the rise of sensory technologies in workplaces designed to improve wellness and productivity. Design/methodology/approach This is a text based conceptual paper. The authors’ approach is to throw light on some of the emerging issues with the introduction of wearable self-tracking technologies in workplaces. Findings The paper indicates that scholars will need to put ethical issues at the heart of research on sensory tracking technologies in workplaces that aim to regulate employee behaviour via wellness initiatives. Practical implications The study explores the legal issues around data protection and potential work intensification. Social implications Privacy and personal data protection, workplace discipline are discuss in this paper. Originality/value This is an original paper. Since there is very little scholarly research in this area, it is important to begin to consider the implications of sensory technology in workplaces linked to wellness initiatives, given the probable impact it will have on work design and appraisal systems.

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Ashtiani, F. Ebrahimi Bad, and M. Mino Sepehr. "Environmental psychology, Privacy in the workplace (analysis of private territory in an office environment)." Journal of Fundamental and Applied Sciences 8, no. 2 (August 22, 2016): 1829. http://dx.doi.org/10.4314/jfas.v8i2s.123.

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Journal articles on the topic 'Workplace privacy'

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