Privacy as a Common Good in the Digital World

This article seeks to broaden our understanding of online privacy in three ways: first, by drawing out the differences between the physical world and the digital world as those differences affect privacy; second, by exploring how the concept of the 'commons' might help us to understand social and economic relationships in cyberspace; and third, by analysing two contrasting views of privacy: privacy as a private or individual good and privacy as a common good. In order to analyse similarities and differences in privacy in the physical world and the online world, each is assessed in three ways: the obvious level of privacy available; the possibility of modifying that level of privacy to create or choose more or less privacy for oneself; and the degree to which the, prior or contemporaneous, privacy decisions of others affect the amount of privacy that is available to all. Applying an analysis based on the 'tragedy of the commons', the article concludes that at least part of cyberspace can be conceived as a 'commons' and that personal information flows could be considered a 'common pool resource' within that commons. Based on the likely calculations that individuals and organizations will make about collection and uses of personal information, the article next evaluates what would be the most effective policy approach to ensure that the common pool resource of personal information is not overused and degraded. The article concludes that a policy approach of providing individuals with a private means, either through property rights or some means of redressing their grievances, is unlikely to provide an effective means of protecting the common pool resource of personal information. A policy approach that acknowledges the common good basis of privacy and views personal information as a common pool resource provides an alternative view of the policy problems and offers suggestions in terms of rules and institutions that may be effective in addressing those problems.     

Relationships between person and health factors and job characteristics in women with systemic lupus erythematosus

This study compared personal and health factors and job characteristics in persons with Systemic Lupus Erythematosus (SLE) and a healthy control group and examined factors related to job characteristics. Fifteen women with SLE and 15 healthy controls completed a questionnaire regarding current employment, employer restrictions, job environment, type of work, and health factors interfering with work. Personal factors such as demographic information, disease severity, cognition, and degree of brain injury were also assessed. t-tests showed that persons with SLE worked significantly less than healthy controls but there were no significant differences between the groups for types of job or employee restrictions. In the group with SLE, health factors of mobility, dependence, musculoskeletal problems, neurological problems, and fatigue correlated with perceived social (r=0.53 to 0.67) and physical (r=0.56 to 0.87) work environments. None of the measures of cognition, brain injury or disease severity correlated with job characteristics. In the healthy controls, dependence at work correlated with physical environment and fatigue correlated with the social environment of the workplace. The results indicate that even persons with SLE who have mild disease are significantly different from healthy controls and might be at risk for discontinuing working.     

Technostress: Implications for Adults in the Workforce

The use of technology can enhance workplace efficiency, productivity, and flexibility; yet, technological tools can have negative effects on individuals’ cognitive, psychological, and physical health, as well as on organizations (e.g., lowered employee satisfaction, decreased employee commitment). The use of information and communications technologies (ICT) adds to existing work stress. The authors reviewed recent literature to identify ICT trends, define key terms, and gain insights to improve awareness of ICT issues related to career development, health and wellness, and job security. The potential for inquiry as it relates to career exploration, development, and advancement is relevant to counselors and clients in today's workplace. Research is needed to examine the effects of technostress across different industries, to identify workers at greatest risk of adverse effects, to explore the impact on career decision making, to help clients develop personal coping resources, and to determine strategies for career professionals to collaborate with workplace managers.     

Resiliency in the Aftermath of Repetitious Violence in the Workplace

Summary

The definition and occurrence of traumatic events is expanding and impacts everyone's lives in some way. The degree to which a violent event impacts an individual, a group, a workplace or the community varies. Unfortunately violent events are all too common. Businesses are realizing the significance of violence as a workplace problem and the varying degrees of trauma that has a devastating impact on employee retention, workplace functionality and personal well-being. The events can include industrial or natural disasters; worksite accidents; organizational changes; suicide; homicides; robbery; assault; threats of violence and even terrorism. How prepared an organization is varies and may be correlated with how resilient individuals and the entire workplace are after workplace violence/trauma. This article focuses on what workplace violence and trauma includes, the effects of repeat events, how resilient people are while trying to prevent additional events if possible in the workplace.     

The battle over SNS privacy for US employees and job applicants: an analysis of 2012–2013 state legislation

This study examines US legislation designed to prohibit employer access to employee and job applicant personal social networking sites (SNSs) between 2012 and 2013. It asks if the legislation addressed how employers could use SNSs in the hiring process by requesting SNS passwords, if there were consequences for violators, if employer retaliation was prohibited, if third-party access was allowed, if employee SNS monitoring was prohibited, if SNS friend requests by employers was allowed and if employer requested changes in privacy settings were prohibited. In addition, the study also examined the interest groups and political party-affiliated sponsors that were active in the creation of the legislation. The results discover important inconsistencies between the states’ legislation, which question the ability to protect worker and applicant online privacy. US policy recommendations and transnational implications follow.     

Employee E-mail and internet use: Canadian legal issues

VI. Conclusion The rapidly increasing use of Internet and e-mail in the workplace has introduced complicated issues related to the areas of potential liability of employers arising from the improper use of the Internet and e-mail by employees, as well as creating numerous privacy issues which must soon be addressed by all employers — union and nonunion. If employers specify and disseminate clear and concise e-mail and Internet use policies, they will be able to significantly reduce the risk associated with employee misconduct in this area. Not only should the policies be clear and concise, but they should also be communicated to the employees in such a fashion that all employees understand the policy and the consequences of breaching that policy.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

The fabric of engagement: the engagement and personality of managers and professionals in human and developmental disability services

Employee engagement is a complex and dynamic process that reflects each individual's unique, personal relationship with work. Engaged employees have a clear and defining connection to the organization's mission and purpose, and employee engagement is reflected in behaviors that meet or exceed expectations of service in the workplace. The purpose of this study was to explore relationships between personality and engagement among professionals and managers providing services to people with developmental disabilities. In particular, the authors investigated relationships between the 5-factor model of personality (FFM) and William Kahn's model of employee engagement encompassing physical, emotional, and cognitive components.     

Personal assistance services as a workplace accommodation

This paper describes current US trends and practices regarding workplace personal assistance services (PAS) as part of available work accommodation options. Workplace PAS include task-related assistance at work, such as readers, interpreters, help with lifting or reaching, re-assignment of non-essential duties to co-workers, and other help related to performing work tasks; and personal care-related assistance such as helping someone with using the rest room, eating, or drinking while at work. The results reported here are based on forty-one telephone interviews conducted in 2004, which included 20 workplace PAS users and 21 US employers familiar with workplace accommodations. Employers and consumers described a range of workplace personal assistance currently used. Barriers to expansion of workplace PAS include negative co-worker or supervisor attitude, cost to employers and workers, waiting time for accommodations, employee attitude and knowledge, and confusing terminology. Development of organizational culture that encourages employment of people with disabilities and developing employer-employee partnerships in arranging for accommodations can contribute to workplace PAS solutions. The survey findings contribute to better understanding of current practices related to workplace PAS.     

Cost-containment,computers and confidentiality

The profession of social work has clear standards to follow in protecting confidentiality when a client discloses information in a psychotherapy session. These standards are examined in relation to an ever-increasing diresrefard for privacy as staff of managed care for mental health services and employee assistance programs gather and store information in computer databases, with the overall objective of cost-containment. Ethical principles are discussed and suggestions are made for safeguarding, the client's right to privacy.     

PRIVACY PROTECTION STRATEGIES ON FACEBOOK

The privacy paradox describes people's willingness to disclose personal information on social network sites despite expressing high levels of concern. In this study, we employ the distinction between institutional and social privacy to examine this phenomenon. We investigate what strategies undergraduate students have developed, and their motivations for using specific strategies. We employed a mixed-methods approach that included 77 surveys and 21 in-depth interviews. The results suggest that, in addition to using the default privacy settings, students have developed a number of strategies to address their privacy needs. These strategies are used primarily to guard against social privacy threats and consist of excluding contact information, using the limited profile option, untagging and removing photographs, and limiting Friendship requests from strangers. Privacy strategies are geared toward managing the Facebook profile, which we argue functions as a front stage. This active profile management allows users to negotiate the need for connecting on Facebook with the desire for increased privacy. Thus, users disclose information, because they have made a conscious effort to protect themselves against potential violations. We conclude that there is a tilt toward social privacy concerns. Little concern was raised about institutional privacy and no strategies were in place to protect against threats from the use of personal data by institutions. This is relevant for policy discussions, because it suggests that the collection, aggregation, and utilization of personal data for targeted advertisement have become an accepted social norm.     

Understanding and explaining online personal information-sharing behaviours of New Zealanders: a new taxonomy

Although research evidence shows that people have strong concerns about their privacy online, this does not necessarily mean that they do not share their personal information in varying online relationships. This paper presents New Zealand-based empirical research findings into people’s actual online information-sharing behaviours rather than their attitudes: the motivations, extent, and conditions under which individuals share their personal information in varying online relationships with commercial providers, with government, and on social networking sites. A grounded theory methodology and an abductive analysis were used to identify patterns in the findings and construct a new taxonomy of online information-sharing behaviours: contrary to existing taxonomies, all participants in this study are very privacy aware and make quite deliberate choices about what personal information they share online, with whom, to what extent, and under what circumstances. Four distinctive classifications of people’s online information-sharing behaviours were derived from this study: privacy pragmatists, privacy victims, privacy optimists, and privacy fatalists.     

Work-site health and fitness programs: Impact on the employee and employer

Physical fitness and health lifestyle habits have been reported to lower the risk of death from disease, foster healthy muscles, joints and bones, and enhance personal function and mental health. Given these benefits, many employers are implementing health and fitness programs into their workplace with the goals of improving and maintaining the health of their employees and increasing worker productivity. However, research is still being conducted to determine if these programs are an effective means of achieving these goals. OBJECTIVE: The purpose of this paper is to investigate the impact of these programs on employee physical and mental health, employee work performance, and the employer. This paper also investigates the effectiveness of the specific program structures and intervention procedures that were used in the employee health and fitness programs that have been implemented. STUDY DESIGN: This paper analyzed 15 previously conducted studies to investigate the impact and design of employee health and fitness programs. RESULTS: The reviewed literature suggests that the incorporation of an employee health and fitness program can have positive effects for both the employee and the employer. Programs that are structured using a variety of physical fitness programs, health education classes, outreach and one on one counseling with follow up contact have proven to be most beneficial in terms of employee and employer satisfaction. CONCLUSION: The implementation of an employee health and fitness program can have positive lasting effects on both the employee and employer. In addition to implementing programs that offer a variety of choices and one on one counseling, employers would benefit from targeting the at-risk population to ensure that the programs benefit the greatest number of employees possible.     

Chapter 20: A Social Partnership Approach to Work-Life Balance in the European Union—

Abstract

Over the past number of years there has been considerable focus on the integration of employee assistance and work-life programmes in the United States. A national survey conducted by EAPA, EASNA, and AWLP found there is a trend towards the integration of employee assistance and work-life. Many US providers and multinational companies will seek to extend their EAPs and work-life programmes globally. It is sometimes assumed that the EAPs and work-life models that operate in the US will transfer but this is often not the case. There is a cultural dimension to EAPs and work-life programmes that is often overlooked. The European Union (EU) is involved in the greatest example of integration in recent history and an understanding of the EU and its legal system will assist those providing their services. In the EU, EAPs did not follow the same growth pattern as in the US. Professionals in European countries working with business such as psychologists, social workers, and counsellors did not recognise the need for EAPs as, in their view, programmes to deal with personal problems in the workplace already existed. The concept of work-life is widely known and accepted in many European countries; however, there is little evidence of research specifically on the integration of EAPs and work-life programmes. This article will look at one EU country, Ireland, and outline the history and development of EAPs and work-life and present case studies of Irish companies who have developed work-life programmes.     

The impact of labor shortage on the employee commitment

ABSTRACT

The purpose of this article is to demonstrate the impact of the shortage of labor on individuals’ workplace attitudes, strangely their commitment. It is beneficial for organizations to develop their management strategies in view of employees’ loyalty attitudes. As a conceptual paper, the article contains a theoretical deduction. The characteristics of the labor market (macro level), the organizational needs and responses (meso level), and the set of the employees’ commitment (micro level) are linked to a theoretical process. According to our results, the average levels of the different dimensions of employee commitment will be changed in the future. The levels of continuance commitment and professional commitment will be higher, while the levels of deliberate commitment and affective commitment will be lower in the employee commitment profiles. By increasing continuance commitment and professional commitment, the toolkit of the HR strategy needs to be transformed to make it more relevant external motivation tools and training-development solutions. Meanwhile, it is important to note that the interactions among the employees will be less frequent and they will have less affection for their workplace. Labor shortage transforms individuals’ workplace attitudes. Understanding of employees’ decisions to maintain their organizational membership is supported by the relationships found in this research.     

Privacy violations and procedural justice in the United States prisons and jails

Through constitutional amendments and case law, the United States citizens receive privacy protections. These same protections do not exist for individuals incarcerated in prisons and jails. Instead, their privacy rights are regularly replaced by larger institutional concerns for security, safety, and control. Such privacy violation measures may include electronic surveillance, recording of phone calls, opening/reading of mail, and searches of their person, cell, and property. Although it is expected that incarcerated individuals have fewer privacy rights than nonincarcerated citizens, some privacy violations may be perceived as procedurally unjust due to their severity and infringement upon incarcerated individuals' rights to dignity and respect. This has implications for the well-being of incarcerated individuals, the legitimacy of correctional officers, and as a result, the potential safety and security of institutions.     

Do HRM practices influence the desire for unionization? Evidence across workers,workplaces, and co-workers for Great Britain

We investigate the desire of nonunion workers in Great Britain to become represented by unions. Comparing our results to those from the United States, we find that workers in Great Britain are less likely to desire unionization and express lower dissatisfaction with their influence at work. The determinants of the desire for unionization are estimated controlling for a wide variety of individual and workplace variables. The roles of human resource management and employee involvement are isolated. We identify direct work-place and worker-level effects of these practices in reducing the desire for unionization and an indirect effect operating through the influence of employee relations, a major determinant of the desire for unionization. Also, we identify characteristics of co-workers that are associated with desire for unionization and examine the role information revelation may play in managerial strategies to forestall unions.     

Do Workplace Gender Transitions Make Gender Trouble?

This article examines what happens when an employee makes the transition from one recognized gender category to another and remains in the same job. Drawing on in‐depth interviews with transmen and transwomen in Texas and California, we illustrate how a new social gender identity is interactionally achieved in these open workplace transitions. While transgender people often are represented as purposefully adopting hyper‐feminine or masculine gender identities post‐transition, we find that our respondents strive to craft alternative femininities and masculinities. However, regardless of their personal gender ideologies, their men and women co‐workers often enlist their transitioning colleague into gender rituals designed to repatriate them into a rigid gender binary. This enlistment limits the political possibilities of making gender trouble in the workplace, as transgender people have little leeway for resistance if they wish to maintain job security and friendly workplace relationships.     

Electronic monitoring,an alternative way of preventing aggression and helping social rehabilitation

Abstract

It has been said that Criminal Law is violence not only because of what it punishes, but also because of the way it does it. Violence is present in all human relationships, and as such, it is consubstantial to every system of social control. Despite this, the failure of imprisonment has not been its severity, but its inefficiency regarding social rehabilitation. This lack of efficiency can be palliated through the use of alternative systems of electronic monitoring in the penitentiary context. These alternative systems will not only enable an effective solution to the problem of overcrowded prisons, but will also mitigate the harmful effects of prison. Moreover, these alternative systems represent a good method to prevent future aggressions as well as to facilitate the offender's social rehabilitation. From this point of view, we will first explain the programs of electronic monitoring in Spain and second we will evaluate them in terms of social rehabilitation, cost-benefit analysis, human rights restrictions, privatization and overcrowding in prisons.