Trading Privacy for Promotion? Fourth Amendment Implications of Employers Using Wearable Sensors to Assess Worker Performance

This Article considers the Fourth Amendment implications of a study on a passive monitoring system where employees shared data from wearables, phone applications, and position beacons that provided private information such as weekend phone use, sleep patterns in the bedroom, and emotional states. The study’s authors hope to use the data collected to create a new system for objectively assessing employee performance that will replace the current system which is plagued by the inherent bias of self-reporting and peer-review and which is labor intensive and inefficient. The researchers were able to successfully link the data collected with the quality of worker performance. This technological advance raises the prospect of law enforcement gaining access to sensitive information from employers for use in criminal investigations. This Article analyzes the Fourth Amendment issues raised by police access to this new technology. Although the Supreme Court currently finds government collection of a comprehensive chronicle of a person’s life to constitute a Fourth Amendment search, widespread employee acceptance of mobile sensing could undermine any claim in having a reasonable expectation of privacy in such information. Additionally, employee tolerance of passive monitoring could make employer data available to the government through third party consent. When previously assessing employees’ privacy, the Court demonstrated a willingness to accept the needs of the employer and society as justification for limiting workers’ Fourth Amendment rights. Ultimately, then, Court precedent suggests that passive monitoring could erode Fourth Amendment rights in the long term

Emerging technologies for learning (volume 1)

Collection of 5 articles on emerging technologies and trend

Animators of Atlanta: Layering Authenticity in the Creative Industries

This dissertation explores post-authentic neoliberal animation production culture, tracing the ways authenticity is used as a resource to garner professional autonomy and security during precarious times. Animators engage in two modes of production, the first in creating animated content, and the other in constructing a professional identity. Analyzing animator discourse allows for a nuanced exploration of how these processes interact and congeal into common sense. The use of digital software impacts the animator’s capacity to legitimize themselves as creatives and experts, traditional tools become vital for signifying creative authenticity in a professional environment. The practice of decorating one’s desk functions as a tactic to layer creative authenticity, but the meaning of this ritual is changing now that studios shift to open spaces while many animators work from home. Layering authenticity on-screen often requires blending techniques from classical Hollywood cinema into animated performance, concomitant with a bid to legitimate the role of the authentic interlocutor for the character. Increasingly animators feel pressure to layer authenticity online, establishing an audience as a means to hedge against precarity. The recombined self must balance the many methods for layering creative and professional authenticity with the constraints and affordances of their tools, along with the demands of the studio, to yield cultural capital vital for an animator’s survival in an industry defined at once by its limitless expressive potential and economic uncertainty

Competencies And Strategies Utilized By Higher Education Leaders During Planned Change

In a mixed methods study designed to explore the competencies and strategies utilized by self-described successful leaders of public, four-year U. S. institutions, this study confirmed that there was little difference among academic and non-academic leaders in their approach to successful change beyond that found in terms of non-academic preference for resilience and an academic preference for personal learning. Both leaders (N=47) showed high agreement for the nine proposed competencies, five of which were statistically higher in perceived importance (personal learning, resilience, emotional engagement/creating a safe space, networking/coalition building, and project management). Adapting Bolman and Deal’s four frames (2013) as an organizing framework for interview responses (N=25), the most frequent strategy themes in descending order were: personal strategies (including resilience, perseverance, setting expectations, establishing credibility, openness, adaptability/flexibility), political strategies (including knowing who to engage, scheming, sr. leader support, academic leader discretion), structure strategies (including forming/staffing a team and team activities such as benchmarking, use of a change model, creating a team charter), and symbolic strategies (including communication, inspiration, and emotional engagement activities). This study supports the creation of a competency framework that could be used for the recruitment/selection, coaching/mentoring, and ongoing development of both academic and non-academic higher education change leaders. Planning and change launch with communication were the primary phases referenced; institutionalization was minimally featured. Leaders would do well to partner with others in central units such as organizational development and/or human resource professionals to set change goals, monitor and evaluate progress, and embed the change into organizational structures, systems, and processes

Immersion & iteration: Leading edge approaches for early stage product planning

Not Include

Predicting Employee Performance Using Text Data from Resumes

Text analytics using term frequency was proposed as an extension of biodata for predicting job performance and addressing criticisms of biodata and predictor methods—that they do not identify the constructs they are measuring or their predictive elements. Linguistic Inquiry and Word Count software was used to analyze and sort text into validated categories. Prolific Academic was used to recruit full-time workers who provided a copy of their resume and were assessed on impression management (IM), cognitive ability, and job performance. Predictive analyses used resumes with 100+ words (n = 667), whereas correlational analyses used the full sample (N = 809). Third-person plural pronouns, impersonal pronouns, sadness words, certainty words, non-fluencies, and colons emerged as significant predictors of job performance (χ2 = 26.01 (10), p = .006). As hypothesized, impersonal pronouns were positively correlated with self-oriented IM (r = .07, p \u3c .05), and first-person singular pronouns were positively correlated with other-oriented IM (r = .07, p \u3c .05), however, first-person plural pronouns were negatively correlated (r = -.07, p \u3c .05). Pronouns and verbs were not predictive of job performance. Positive and negative emotion words did not show hypothesized relationships to OCBs, CWBs, or job performance. Finally, differentiation words (r = .09, p \u3c .01), conjunctions (r = .28, p \u3c .01), words longer than six characters (r = .29, p \u3c .01), prepositions (r = .20, p \u3c .01), cognitive process words (r = .19, p \u3c .01), causal words (r = .20, p \u3c .01), and insight words (r = .06, p \u3c .05) correlated with cognitive ability, but did not predict job performance. An exploratory regression analysis in which cognitive ability as measured by the Spot-The-Word Test (β = .10, p \u3c .05) and a composite of cognitive ability created from text analytics (β = .15, p \u3c .05) both uniquely and significantly predicted job performance (F(1,805) = 18.79, p \u3c .001), demonstrating that word categories can serve as a proxy for cognitive ability. Overall, the method of text analytics sidesteps some of the limitations of biodata predictor methods, while demonstrating the potential to automate resume reviews and mitigate unconscious bias inherent in human judgment

Employment, Remuneration and Workplace Report 2023

This report follows the previously published “Employment Opportunities and Future Skills Requirements for Surveying Professionals, 2018-2021” in which a significant shortage of property, land and construction professionals was projected. The current research has been undertaken against a backdrop of economic uncertainty due largely to Brexit, Covid-19 and the war in Ukraine. The Irish economy rebounded well following the Covid-19 pandemic with low unemployment, moderate economic growth and solid Exchequer balances forecast in the medium term. On the downside, price inflation, fueled by soaring energy costs, have resulted in interest rates rising for the first time in over a decade which has a cascading impact on businesses and households. The ongoing housing crises in Ireland and the legally binding requirement to achieve net zero carbon emissions by 2050 remain urgent priority areas that must be addressed. To achieve the ambitions set out in the National Development Plan (NDP) 2021-2030, it is imperative to have a sufficiently skilled labour force across the built environment. The ongoing aggregation of surveying with other professionals in the nationally available datasets remains a challenge in scrutinising surveying labour market trends, thereby providing the impetus for this research. A key objective of the research is to project future demand for surveying professionals and to ascertain whether the future supply of qualified surveyors will adequately meet demand over the period 2023-2026. Data was requested from each SCSI member company through an online survey whereby estimates of future employment demand across every level of experience were provided based on three possible scenarios of economic growth as measured by Gross Domestic Product (GDP) namely 4% p.a, 3% p.a. and 2% p.a. A response rate of 26% was obtained for this phase of research. Future supply was estimated using current enrolment on SCSI accredited surveying programmes nationwide. Based on the median scenario of GDP growth of 3% p.a. between 2023-2026, it is projected that a shortage of surveying professionals will occur. Estimates provided in the research are conservative as they do not consider additional opportunities arising through retirements or promotion; nor does it account for surveyors engaged in sectors outside of the built environment. The shortage of surveyors may exert upward pressure on wages, and as part of the research the current remuneration and benefits of surveying professionals at every level were determined. Data for this component was gathered through an online survey administered to SCSI members from which a response rate of 27% was achieved. Findings confirm an average of 10% increase in salary since the last remuneration and benefits survey was undertaken by the SCSI in 2019. Remuneration includes salary and a range of additional non-pay benefits, including flexible workplaces, offered to surveying professionals. For the first time within the surveying profession, the research provides an investigation of the workplace strategy of property, land and construction professionals. Insight was gathered across the two surveys noted, to garner perspectives at organisational and individual levels. Workplace preferences, challenges and enablers are determined with a hybrid model in the place and time of work prevailing. The report concludes with a suite of recommendations for property, land and construction stakeholders requiring data-driven, evidence-based actions relating to employment, education, training and workplace strategy. These four elements must work in sync to ensure the stability and sustainability of the surveying labour force of the future

Understanding Cultural Capital for Impression Management in Senior Executives

While most consumer studies rely on a cross-sectional approach and focus predominantly on leisure and home settings, this thesis adopts a processual view to understand what and how cultural capital for impression management is acquired and changes over the career trajectories of senior executives. Specifically, this study positions the workplace as a ‘site of consumption’ and advances the work of Erving Goffman and Pierre Bourdieu by revealing mutability as key to understanding the work habitus as a malleable structuring-structure that is intimately entwined with the ongoing construction of the self. Using narrative interviewing and walking-with methods, the study finds that cultural resources and practices for impression management evolve over the career of professionals. Junior executives are found to predominantly rely on ‘socially conspicuous sign-vehicles’ while senior executives deploy more ‘subtle embodied capital’ to differentiate their ingrained habitus. While field-specificity continue to prevail in the workplace, this study reveals a new dimension to Bourdieu’s theory of cultural capital, which is found to transcend field boundaries in a more ‘superior’ and resilient manner among senior executives. By synchronising competences of ‘self-knowing’ and ‘field-sensing’, they attain ‘self-field symbiosis’ in optimal fields that provide a cultural fit for their habitus. Premises on the assumption that ‘habitus shapes and enables impression management’, this study also advances the current theory of symbolic consumption in a way that goes beyond conceptualising possessions as signifiers of the self. Rather the thesis gives primacy to understanding how consumption practices reveal competences in mobilising resources that project a gestalt performance of the self. While Bourdieu focuses mainly on primary socialisation, this study demonstrates that the workplace, including the to-and-from work routes, is in itself a potent ground for appropriating embodied dispositions. Through various sources of socialisation, executives acquire and consume diverse forms of cultural capital and overtime come to embody idiosyncratic changes to their workplace habitus in a way that straddle the duality between production and consumption