In this research, we examined whether psychological entitlement predicted noncompliance with the health guidelines of the COVID-19 pandemic. People higher in psychological entitlement typically try to avoid behaviors that might cause themselves harm, but their high expectations, lack of concern about others, and distrust of authority figures could affect their perceptions of the threat of the coronavirus and their views on the benefits of following the health guidelines. Across three studies ( N = 1004, online samples from the United States), people higher in psychological entitlement reported less compliance with the health guidelines of the COVID-19 pandemic than people lower in psychological entitlement. Moreover, people higher in psychological entitlement believed that the threat of the virus was overblown and were less concerned about harming others, views that may partly explain their noncompliance. People higher in psychological entitlement were also more likely to report that they had contracted COVID-19, and thus their refusal to follow the health guidelines may have had negative consequences for them. An appeal to self-image concerns did not lead individuals higher in entitlement to be more likely to comply with the health guidelines.

This chapter argues that the proliferation of automated algorithms in the workplace raises questions as to how they might be used in service of the control of workers. In particular, scholars have noted machine learning algorithms as prompting a data-centric reorganization of the workplace and a quantification of the worker. The chapter then considers ethical issues implicated by three emergent algorithmic-driven work technologies: automated hiring platforms (AHPs), wearable workplace technologies, and customer relationship management (CRM). AHPs are “digital intermediaries that invite submission of data from one party through preset interfaces and structured protocols, process that data via proprietary algorithms, and deliver the sorted data to a second party.” The use of AHPs involves every stage of the hiring process, from the initial sourcing of candidates to the eventual selection of candidates from the applicant pool. Meanwhile, wearable workplace technologies exist in a variety of forms that vary in terms of design and use, from wristbands used to track employee location and productivity to exoskeletons used to assist employees performing strenuous labor. Finally, CRM is an approach to managing current and potential customer interaction and experience with a company using technology. CRM practices typically involve the use of customer data to develop customer insight to build customer relationships.

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