Organizations increasingly rely on algorithm-based HR decision-making to monitor their employees. This trend is reinforced by the technology industry claiming that its decision-making tools are efficient and objective, downplaying their potential biases. In our manuscript, we identify an important challenge arising from the efficiency-driven logic of algorithm-based HR decision-making, namely that it may shift the delicate balance between employees’ personal integrity and compliance more in the direction of compliance. We suggest that critical data literacy, ethical awareness, the use of participatory design methods, and private regulatory regimes within civil society can help overcome these challenges. Our paper contributes to literature on workplace monitoring, critical data studies, personal integrity, and literature at the intersection between HR management and corporate responsibility.

The authors thank the anonymous reviewers for their valuable and constructive comments as well as for their helpful advice to improve the quality of the article. Our special thanks go to Claudio Kick, whose remarkable efforts in data collection have contributed to the overall success of the research project. Also, we are truly grateful for the excellent comments and critical thinking of Sim Sitkin and Chet Miller from which our paper benefited significantly. We are grateful for the dedicated efforts of Giulia Solinas and the entire editorial team of this special issue enabling such a fruitful exchange of ideas during the review and publication process. Finally, we thank our expert sounding board for the valuable insights as well as the Swiss National Science Foundation (NFP75) for the funding supporting this work.

Organizations increasingly rely on algorithm-based HR decision-making to monitor their employees. This trend is reinforced by the technology industry claiming that its decision-making tools are efficient and objective, downplaying their potential biases. In our manuscript, we identify an important challenge arising from the efficiency-driven logic of algorithm-based HR decision-making, namely that it may shift the delicate balance between employees' personal integrity and compliance more in the direction of compliance. We suggest that critical data literacy, ethical awareness, the use of participatory design methods, and private regulatory regimes within civil society can help overcome these challenges. Our paper contributes to literature on workplace monitoring, critical data studies, personal integrity, and literature at the intersection between HR management and corporate responsibility.

This article analyses the determinants of citizens' trust in the European Commission. We examined four predictors of citizens' trust in political institutions: political participation, value congruence, performance outcomes and attributability of performance outcomes. We argue that these factors impact trust in the European Commission, which is a necessary precondition for making a risky investment and willingness to pay taxes, which can be understood as behavioural consequences of trust. To examine our hypotheses we have implemented a vignette study. Our analyses show that value congruence, the European Commission's perceived performance and attributability impact risky investments via trust, as expected. Political participation exerts a direct significant influence on risky investments.

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