The Experts below are selected from a list of 438 Experts worldwide ranked by ideXlab platform
Marjorie Chan - One of the best experts on this subject based on the ideXlab platform.
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corporate espionage and workplace trust distrust
Journal of Business Ethics, 2003Co-Authors: Marjorie ChanAbstract:The central focus of this research is: The growing corporate espionage activities due to fierce competition lead to highly controlling security measures and intensive Employee Monitoring which bring about distrust in the workplace. The paper examines various research works on trust and distrust. It highlights the conflictful demands managers face. They have to deter espionage activities, but at the same time, build trusting relationships in the workplace. The paper also describes various operations, personnel, physical and technical countermeasuresto combat corporate espionage together with three espionage case examples which illustrate the importance of some of these countermeasures. Various authors' trust and distrust arguments are used to assess the cases. The paper ends with suggestions for future research.
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Corporate Espionage and Workplace Trust/Distrust
Journal of Business Ethics, 2003Co-Authors: Marjorie ChanAbstract:The central focus of this research is: The growing corporate espionage activities due to fierce competition lead to highly controlling security measures and intensive Employee Monitoring which bring about distrust in the workplace. The paper examines various research works on trust and distrust. It highlights the conflictful demands managers face. They have to deter espionage activities, but at the same time, build trusting relationships in the workplace. The paper also describes various operations, personnel, physical and technical countermeasuresto combat corporate espionage together with three espionage case examples which illustrate the importance of some of these countermeasures. Various authors' trust and distrust arguments are used to assess the cases. The paper ends with suggestions for future research.
A F Westin - One of the best experts on this subject based on the ideXlab platform.
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two key factors that belong in a macroergonomic analysis of electronic Monitoring Employee perceptions of fairness and the climate of organizational trust or distrust
Applied Ergonomics, 1992Co-Authors: A F WestinAbstract:Abstract Two microergonomic elements not usually discussed in treatments of electronic Monitoring of VDT clerical work are Employee perceptions of fairness (in work standards and measurement process) and the overall climate of Employee trust in management. The author's field studies found these factors serving as major mitigating or intensifying elements in the stress that clerical Employees can experience when they perform intensive heavy-duty VDT applications, and as central variables in distinguishing beneficial from harmful Monitoring programmes. A case study involving change in supervisory Monitoring policies for 200 customer service agents at one of Federal Express Corporation's telecommunication call centres in the USA in 1985–86 demonstrates how a Unit Head at a non-union company long known for its positive Employee relations policies installed Monitoring practices that the call agents considered unfair and a breach of the company's traditional climate of Employee-employer trust. Employee protests, when communicated to top management, led to discarding the unilaterally-instituted and quantity-oriented Monitoring policy and replacing it with a consensually-developed supervisory Monitoring system balancing quality and quantity elements in a way that satisfied both Employees and management. The present system of supervisory Monitoring of customer service work at Federal Express (1991) enjoys broad Employee support, suggesting that a fair system of Monitoring, applied in an environment of earned trust between Employees and employer, can meet critical productivity and quality interests of employers in clerical VDT work without creating harmful Employee stress and discontent. It also suggests that empirical investigation of the fairness and trust factors represents an important and practical area of research in a macroergonomic analysis of Employee Monitoring programs and impacts.
Andrew Mcafee - One of the best experts on this subject based on the ideXlab platform.
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Cleaning House: The Impact of Information Technology Monitoring on Employee Theft and Productivity
Management Science, 2015Co-Authors: Lamar Pierce, Daniel Snow, Andrew McafeeAbstract:This paper examines how firm investments in technology-based Employee Monitoring impact both misconduct and productivity. We use unique and detailed theft and sales data from 392 restaurant locations from five firms that adopt a theft Monitoring information technology IT product. We use difference-in-differences models with staggered adoption dates to estimate the treatment effect of IT Monitoring on theft and productivity. We find significant treatment effects in reduced theft and improved productivity that appear to be primarily driven by changed worker behavior rather than worker turnover. We examine four mechanisms that may drive this productivity result: economic and cognitive multitasking, fairness-based motivation, and perceived increases of general oversight. The observed productivity results represent substantial financial benefits to both firms and the legitimate tip-based earnings of workers. Our results suggest that Employee misconduct is not solely a function of individual differences in ethics or morality, but can also be influenced by managerial policies that can benefit both firms and Employees. This paper was accepted by Serguei Netessine, operations management.
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Cleaning House: The Impact of Information Technology on Employee Corruption and Performance
2014Co-Authors: J. Lamar Pierce, Daniel Snow, Andrew McafeeAbstract:This paper examines how firm investments in technology-based Employee Monitoring impact both misconduct and productivity. We use unique and detailed theft and sales data from 392 restaurant locations from five firms that adopt a theft Monitoring information technology (IT) product. We use difference-in-differences (DD) models with staggered adoption dates to estimate the treatment effect of IT Monitoring on theft and productivity. We find significant treatment effects in reduced theft and improved productivity that appear to be primarily driven by changed worker behavior rather than worker turnover. We examine four mechanisms that may drive this productivity result: economic and cognitive multitasking, fairness-based motivation, and perceived increases of general oversight. The observed productivity results represent substantial financial benefits to both firms and the legitimate tip-based earnings of workers. Our results suggest that Employee misconduct is not solely a function of individual differences in ethics or morality, but can also be influenced by managerial policies that can benefit both firms and Employees.
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Cleaning House: The Impact of Information Technology Monitoring on Employee Theft and Productivity
Academy of Management Proceedings, 2014Co-Authors: Lamar Pierce, Daniel Snow, Andrew McafeeAbstract:This paper examines how firm investments in technology-based Employee Monitoring impact both misconduct and productivity. We use unique and detailed theft and sales data from 392 restaurant locations from five chains that adopt a theft Monitoring information technology (IT) product. We use difference-in- differences models with staggered adoption dates to estimate the treatment effect of IT Monitoring on theft and productivity. We find significant treatment effects in reduced theft and improved productivity that are driven by changed worker behavior rather than worker turnover. These findings are consistent with Employees under a pay-for-performance system increasing selling effort to compensate for lost theft income. We find substantial financial benefits to both firms and the legitimate tip- based earnings of workers. Our results suggest that Employee misconduct is not solely a function of individual differences in ethics or morality, but can also be influenced by managerial policies that can benefit bo...
Bruce Potter - One of the best experts on this subject based on the ideXlab platform.
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Employee Monitoring: Is big boss watching you?
Network Security, 2005Co-Authors: Bruce PotterAbstract:Like it or not, when it comes to the workplace, your computer is not your private domain. Your employer generally has the right to monitor what you type, what communications you send, and what data you store on your hard disk. While there are some boundaries that employers may not cross, in general the employer has carte blanche to monitor Employees. But that might be about to change.
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Employee Monitoring: Big Boss is watching you - but should he?
Network Security, 2004Co-Authors: Bruce PotterAbstract:Monitoring of the use of computer assets in the workplace is a fact of life; basic network tools provide a comprehensive picture of what you do when you log on. But there is a blurred line between what's tolerated and what's tolerable. This is the first article in a two-part series that discusses the technology, policy, and legality of employers' snooping. This part focuses on the technology aspects of workplace Monitoring, as well as techniques and methods that may be used. The second focuses on the policy and legal issues surrounding these activities.
Corey Burton - One of the best experts on this subject based on the ideXlab platform.
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Police GPS Surveillance on Vehicles and the Warrant Requirement: “For a While I’ve Been Watching You Steady”
American Journal of Criminal Justice, 2013Co-Authors: Tom “tad” Hughes, Corey BurtonAbstract:The global positioning system (GPS) has become ubiquitous to modern American life. The system supplies direction for travel through navigation systems as well as Employee Monitoring capabilities (Rosenberg Washington Journal of Law, Technology, and Arts 6:143–154, 2010 ). Law Enforcement has also found GPS to be a valuable tool. The technology provides a relatively cheap and highly effective way to monitor a suspect’s movement. Depending on the device, travel data can be reported in real time or be retrieved from the implanted device at intervals (Shah Journal of Law, Technology, and Policy 2009:281–294, 2009 ). This paper will first explore the core foundational Fourth Amendment cases that shape the use of GPS devices by law enforcement. Next, the federal circuits and state supreme courts’ decisions that have addressed the use of GPS will be reviewed. Third, the case of U.S. v. Jones ( 2012 ), which was recently decided by the United States Supreme Court, will be examined. Last, the policy implications of the current legal landscape regarding the use of GPS by police will be discussed.