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Traditional public health methods for tracking contagious diseases are increasingly complemented with digital tools, which use data mining, analytics and crowdsourcing to…
Traditional public health methods for tracking contagious diseases are increasingly complemented with digital tools, which use data mining, analytics and crowdsourcing to predict disease outbreaks. In recent years, alongside these public health tools, commercial mobile apps such as Sickweather have also been released. Sickweather collects information from across the web, as well as self-reports from users, so that people can see who is sick in their neighborhood. The purpose of this paper is to examine the privacy and surveillance implications of digital disease tracking tools.
The author performed a content and platform analysis of two apps, Sickweather and HealthMap, by using them for three months, taking regular screenshots and keeping a detailed user journal. This analysis was guided by the walkthrough method and a cultural-historical activity theory framework, taking note of imagery and other content, but also the app functionalities, including characteristics of membership, “rules” and parameters of community mobilization and engagement, monetization and moderation. This allowed me to study HealthMap and Sickweather as modes of governance that allow for (and depend upon) certain actions and particular activity systems.
Draw on concepts of network power, the surveillance assemblage, and Deleuze’s control societies, as well as the data gathered from the content and platform analysis, the author argues that disease tracking apps construct disease threat as omnipresent and urgent, compelling users to submit personal information – including sensitive health data – with little oversight or regulation.
Disease tracking mobile apps are growing in popularity yet have received little attention, particularly regarding privacy concerns or the construction of disease risk.
In this chapter, we update stakeholder salience research using the new lens of stakeholder work: the purposive processes of organization aimed at being aware of…
In this chapter, we update stakeholder salience research using the new lens of stakeholder work: the purposive processes of organization aimed at being aware of, identifying, understanding, prioritizing, and engaging stakeholders. Specifically, we focus on stakeholder prioritization work — primarily as represented by the stakeholder salience model — and discuss contributions, shortcomings, and possibilities for this literature. We suggest that future research focus on stakeholder inclusivity, the complexity of prioritization work within intra-corporate markets, the integration of stakeholder prioritization with other forms of stakeholder work, and the development of managerial tools for multiobjective decision making within the strategic management context.
Business ethics provide a potent source of competitive advantage, placing increasing pressure on organizations to create and maintain an ethical workforce. Nonetheless…
Business ethics provide a potent source of competitive advantage, placing increasing pressure on organizations to create and maintain an ethical workforce. Nonetheless, ethical breaches continue to permeate corporate life, suggesting that there is something missing from how we conceptualize and institutionalize organizational ethics. The current effort seeks to fill this void in two ways. First, we introduce an extended ethical framework premised on sensemaking in organizations. Within this framework, we suggest that multiple individual, organizational, and societal factors may differentially influence the ethical sensemaking process. Second, we contend that human resource management plays a central role in sustaining workplace ethics and explore the strategies through which human resource personnel can work to foster an ethical culture and spearhead ethics initiatives. Future research directions applicable to scholars in both the ethics and human resources domains are provided.
This experimental study investigates the connotative (measured) meaning of the concept “auditor independence” within three audit engagement case contexts, including two…
This experimental study investigates the connotative (measured) meaning of the concept “auditor independence” within three audit engagement case contexts, including two acknowledged in the literature to represent significant potential threats to independence. The study’s research design utilises the measurement of meaning (semantic differential) framework originally proposed by Osgood et al. (1957). Findings indicate that research participants considered the concept of independence within a two factor cognitive structure comprising “emphasis” and “variability” dimensions. Participants’ connotations of independence varied along both these dimensions in response to the alternative experimental case scenarios. In addition, participants’ perceptions of the auditor’s independence in the three cases were systematically associated with the identified connotative meaning dimensions.
For work organizations and their members, establishing and maintaining mutually satisfying employment relationships is a fundamental concern. The importance that scholars…
For work organizations and their members, establishing and maintaining mutually satisfying employment relationships is a fundamental concern. The importance that scholars attach to employment relationships is reflected in research streams that explore the optimal design of strategic human resource management systems, the nature of psychological contract fulfillment and violation, and the factors associated with achieving person-environment fit, among others. Generally missing from theory and research pertaining to employment relationships is the perspective of individuals who reside at the employee-employer interface – managerial leaders. We argue that, for managerial leaders, a pervasive concern involves the tangible and intangible resource requirements of specific employees. We then provide the groundwork for study of the leader’s perspective on employment relationships by proposing a model that identifies how employees come to be perceived as low versus high maintenance and how these perceptions, in turn, influence leader cognition, affect, and behavior.