Regulating wellbeing in the brave new quantified workplace

Moore, Phoebe V.; Piwek, Lukasz

doi:10.1108/er-06-2016-0126

Cited by 67 publications

(60 citation statements)

References 17 publications

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“…The ethical question emerges of how to regulate employee well-being (Moore and Piwek 2017). Consumer benefits exist in tension with how workplaces co-opt them as part of a wider 'value chain' or 'business solution'.…”

Section: Critical Theoretical Perspectives On Digital Power and Controlmentioning

confidence: 99%

“…Consumer benefits exist in tension with how workplaces co-opt them as part of a wider 'value chain' or 'business solution'. The most negative scenario can be painted if we consider a 'new normal' context where legal responses are slow, productivity is hard to measure digitally (e.g., knowledge work), and pressures to adopt technologies are high, along with stigma for opting out (Moore and Piwek 2017). Newer forms of work design and management practices like 'agility' draw on tracking technologies to create new employee experiences, but ones invaded and colonized by additional 'affective labor', such as showing resilient emotional responses to challenging working conditions (Moore 2018).…”

Section: Critical Theoretical Perspectives On Digital Power and Controlmentioning

confidence: 99%

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Integrating Social Scientific Perspectives on the Quantified Employee Self

Calvard

2019

Social Sciences

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A key technological trend in big data science is that of the quantified self, whereby individuals can self-track their health and well-being using various sources of information. The aim of this article was to integrate multidimensional views on the positive and negative implications of the quantified self for employees and workplaces. Relevant human and social scientific literature on the quantified (employee) self and self-tracking were drawn upon and organized into three main influential perspectives. Specifically, the article identified (1) psychological perspectives on quantified attitudes and behaviors, (2) sociological perspectives on sociomaterial user construction, and (3) critical theoretical perspectives on digital power and control. This article suggests that the three perspectives are complementary and can be usefully integrated into an embodied sensemaking perspective. Embodied sensemaking views the employee as a self-conscious user of big data seeking to make sense of their embeddedness in wider digital and organizational environments. This article concludes with implications for protecting employee agency in tension with employers’ big data strategies for governing and managing the performance of quantified digital employee selves.

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Section: Critical Theoretical Perspectives On Digital Power and Controlmentioning

confidence: 99%

Section: Critical Theoretical Perspectives On Digital Power and Controlmentioning

confidence: 99%

Integrating Social Scientific Perspectives on the Quantified Employee Self

Calvard

2019

Social Sciences

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“…The term was coined by Gary Wolf and Kevin Kelly, who created the website (http://quantifiedself.com) for sharing self-tracking practices in 2007. Also, other terms, such as personal informatics [14], personal analytics [17] and lifelogging [see more in 8] have been used to describe practices for gaining self-knowledge, through recording personal data. Most of the research on self-tracking practices has focused on exploring the active members of the Quantified Self community [4,20] or early adopters, for example using several trackers [23] or attending web forums related to selftracking [14].…”

Section: Quantified Self and Self-tracking At Workmentioning

confidence: 99%

Quantified Factory Worker - Expert Evaluation and Ethical Considerations of Wearable Self-tracking Devices

Heikkilä

Honka

Mach

et al. 2018

Proceedings of the 22nd International Academic Mindtrek Conference

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Following the Quantified Self trend, everyday self-tracking practices have become common. Still, self-monitoring of people at work is a rather new research topic. Self-tracking of employees' activities, mental state and emotions enables data-based feedback, which could improve the employees' awareness of issues influencing their well-being and performance. We contribute to this topic from two perspectives. First, we explored the potential of wearable self-tracking devices for providing personal feedback to machine operators working in a factory. We used the expert evaluation method to lay ground to the user perspective of selftracking at work. User experience experts evaluated five tracking devices for their user experience, perceived accuracy and fit to factory workers. Second, we conducted a workshop with the experts to systematically assess the ethical considerations that may arise when adopting self-tracking at work. The results provide insights into the potential of the use of self-tracking devices in a factory context.

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“…As is discussed in greater detail below, WHP is more closely aligned with the social legitimacy objective of HRM, while CW represents the economic performance objective. Interest in the economic benefits of workforce wellness is high with important contributions to this journal (see for example Moore and Piwek 2017;Zheng et al, 2015) -and with studies linking worker wellbeing with financial performance (see for example, Grossmeier et al, 2016), improved health among sick employees and increased productivity (see Gubler et al, forthcoming).…”

Section: Introductionmentioning

confidence: 99%

Corporate wellness: what, why not and whither?

Harvey

2019

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Purpose The purpose of this paper is to present corporate wellness (CW) as an approach to worker well-being and as distinct from workplace health promotion (WHP). Theoretical explanations of the contribution of CW and WHP to the economic and social legitimacy objectives of human resource management (HRM) serve to elucidate this distinction and also to highlight the problematic nature of CW. An alternative approach to worker well-being, firm performance and social legitimacy of the firm is discussed. Design/methodology/approach This is a review paper that analyses research into CW as a discrete approach to the management of people and compares this body of knowledge with ancillary studies of the impact of policies more commonly aligned with HRM in order to achieve the purpose of the paper. Findings The review is critical of CW as a means of achieving competitive advantage through people due to the probability of dysfunctional outcomes, namely exacerbating the health and well-being of the workforce, especially the mental health of workers. Practical implications Due to the sizeable investment in CW programmes, the paper advocates a focus on equity in pay, employment security and employee voice as an alterative means of enhancing the health of the workforce and the performance of the organisation. Originality/value This paper elaborates on recent critiques of worker well-being programmes (see e.g. Guest, 2017), offering a comprehensive and robust theoretical framework. The paper cites extensive evidence that improved pay, employment security and an effective voice in the workplace are more effective means of meeting the needs of the firm and improving worker well-being.

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Regulating wellbeing in the brave new quantified workplace

Cited by 67 publications

References 17 publications

Integrating Social Scientific Perspectives on the Quantified Employee Self

Integrating Social Scientific Perspectives on the Quantified Employee Self

Quantified Factory Worker - Expert Evaluation and Ethical Considerations of Wearable Self-tracking Devices

Corporate wellness: what, why not and whither?

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