Readings in Virtual Research Ethics: Issues and Controversies provides an in-depth look at the emerging field of online research and the corresponding ethical dilemmas associated with it. Issues related to traditional research ethics such as autonomy or respect for persons, justice, and beneficence are extended into the virtual realm and such areas as subject selection and recruitment, informed consent, privacy, ownership of data, and research with minors, among many others are explored in the media and contexts of email surveys and interviews, synchronous chat, virtual ethnography, asynchronous discussion lists, and newsgroups.
"Covering the impact of domestic and international Internet abuse on individuals, groups, organizations, and societies, this research-based book focuses on the phenomenon of Internet abuse and its consequences for an increasingly technology-driven world. Online shopping, Internet gambling, telecommuting, and e-business practices are discussed with emphases on workplace behaviors and abuses. Web management techniques and legal risks are addressed to provide solutions and policing strategies."
The technologies of the Internet have exerted an enormous influence on the way we live and work. This volume in the "Advances in Management Information Systems" series presents cutting-edge research on the transformation of the workplace by the use of these information technologies. The book focuses first on the deleterious transformations (such as "cyberloafing"), then the promising ones (such as the emergence of virtual teams), and then the ways the troubling transformations can be redeemed for organizational benefit. The editors overlay IT topics with insights from organizational behavior, human resource management, organizational justice, and global culture.
The technologies of the Internet have exerted an enormous influence on the way we live and work. This book presents research on the transformation of the workplace by the use of these information technologies. It focuses on the deleterious transformations, emergence of virtual teams, and the ways the troubling transformations can be redeemed.
This authoritative Wiley Blackwell Handbook in Organizational Psychology focuses on individual and organizational applications of Internet-enabled technologies within the workplace. The editors have drawn on their collective experience in collating thematically structured material from leading writers based in the US, Europe, and Asia Pacific. Coinciding with the growing international interest in the application of psychology to organizations, the work offers a unique depth of analysis from an explicitly psychological perspective. Each chapter includes a detailed literature review that offers academics, researchers, scientist-practitioners, and students an invaluable frame of reference. Coverage is built around competencies set forth by regulatory agencies including the APA and BPS, and includes E-Recruiting, E-Leadership, and E-Learning; virtual teams; cyberloafing; ergonomics of human-computer interaction at work; permanent accessibility and work-life balance; and trust in online environments.
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low? There are many reasons — but resistance to rapid change is a big one, Gallup’s research and experience have discovered. In particular, organizations have been slow to adapt to breakneck changes produced by information technology, globalization of markets for products and labor, the rise of the gig economy, and younger workers’ unique demands. Gallup’s 2017 State of the Global Workplace offers analytics and advice for organizational leaders in countries and regions around the globe who are trying to manage amid this rapid change. Grounded in decades of Gallup research and consulting worldwide -- and millions of interviews -- the report advises that leaders improve productivity by becoming far more employee-centered; build strengths-based organizations to unleash workers’ potential; and hire great managers to implement the positive change their organizations need not only to survive – but to thrive.
What if the next global crisis is a mental health pandemic? It is here now. One-third of Americans have shown signs of clinical anxiety or depression, and the current state of suffering globally has risen significantly. The mental health pandemic manifests everywhere, not least in your workplace. As organizations around the world face health and social crises, as well as economic uncertainty, acknowledging and improving wellbeing in your workplace is more critical than ever. Increasingly, leaders and managers must support mental health and cultivate resilience in employees — not just increase engagement and performance. Based on more than 100 million Gallup global interviews, Wellbeing at Work shows you how to do just that. Coauthored by Gallup’s CEO and its Chief Workplace Scientist, Wellbeing at Work explores the five key elements of wellbeing — career, social, financial, physical and community — and how organizations can help employees and teams thrive in those elements. The book also gives leaders ideas and action items to help employees use their innate talents and strengths to thrive in each of the wellbeing elements. And Wellbeing at Work introduces a metric to report a person’s best possible life: Gallup Net Thriving, which will become the “other stock price” for organizations. In a world where work and life are more blended than ever, maximizing employee wellbeing takes on greater urgency. Wellbeing at Work shows leaders how to create a thriving and resilient culture. If you and your leaders don’t change the world, who will? Wellbeing at Work includes a unique code to take the CliftonStrengths assessment, which reveals your top five strengths.
"The use of digital technologies for personal purposes in the workplace has become a contentious issue in many workplaces around the world. Employers tend to treat personal Internet use at work (PIUW) as slacking, "time theft", and sabotage. For the employees, PIUW can be a way to take care of important family matters, to take a break in the middle of an intensive workday, and to switch from one job task to another. While the relationship between PIUW and productivity has been extensively studied, the factors that motivate different types of personal Internet use at work remain an uncharted territory. The central question of this thesis is which predictors explain how different groups of employees engage in and justify the use of digital technologies for personal purposes in the workplace. In order to answer this question, I use a mixed methods approach combining a survey of 654 employees with 30 semi-structured in-depth interviews in Canada, Sweden, the U.K. and the U.S.A. The results show that both socio-demographic and occupational characteristics matter when it comes to the quantity and the quality of personal Internet use at work. Younger employees, as well as those who work on projects and experience job precarity, are more likely to engage in high levels of PIUW. Women's PIUW is motivated by uncertain job prospects, whereas men's use of digital technologies for personal purposes can be explained by high levels of job flexibility. Furthermore, restrictive policies on PIUW have a significant effect on the personal online activities associated with networking and communication but not on entertainment-oriented PIUW. Finally, there is little evidence that employees use PIUW as a means of intentional sabotage. Rather, the uneven distribution of work tasks that characterizes project-based employment, where periods of little or no work are suddenly followed by intensive labor, is partly motivating this behavior. This dissertation makes several contributions. First, while most previous studies in this area focused on how structural conditions facilitated and/or curtailed PIUW, this work focuses on how individual-level and group-level characteristics and motivations interact with structural arrangements. More specifically, I explore how interactions between gender, age, and occupational status within organizations affect the extent of PIUW, and whether different groups of workers tend to engage in different kinds of "non-productive" online activities. Second, while previous research has focused on individual cases (specific countries and companies), this work offers a comparative perspective by investigating the dynamics of PIUW in four highly developed economies (Canada, Sweden, the U.K. and the U.S.A.). This comparison explains the effects of different labor contexts and more general cultural contexts over workers' engagement in "non-productive" workplace activities. Finally, since labor not only structures our time and everyday activities but also defines our identities and aspirations, this dissertation also provides insights into the effects of processes such as the digitization of work and the rise in non-linear, project-based employment on contemporary workers' understanding of and views about their work-life balance." --
