5 Fazit und Ausblick
5.3 Zusammenfassung und Ausblick
Das vorliegende Review beschreibt die Schwierigkeiten und Vorteile, die sich durch die Überwachungseffekte neuartiger digitaler Technologien ergeben. Wenn die Überwachungsaspekte der Technologien berücksichtigt und entsprechend gestaltet werden, lassen sich negative Effekte, wie z. B. Fluktuation der Leistung, geringe Ar-beitsmotivation und -zufriedenheit oder eine mangelnde Akzeptanz der Technologie vermeiden. Übergeordnete Gestaltungsempfehlungen bestehen in der Überwa-chungsebene (Einzel- vs. Gruppenüberwachung), der Transparenz, Nachvollzieh-barkeit und VorhersagNachvollzieh-barkeit des Systems, der Gestaltung des Feedbacks und dem Einbezug der betroffenen Beschäftigten im Vorfeld der Einführung des Systems, um eine hohe Akzeptanz sicherzustellen.
Zukünftige technologische Entwicklungen werden vermehrt Daten und Datenmuster benötigen – Big Data und Data Mining sind zukünftig unerlässlich, um im internatio-nalen globalen Wettbewerb bestehen zu können. Industrie 4.0 und die Arbeitswelt 4.0 setzen auf die Vernetzung technischer Systeme und verknüpfen physische und digitale Welten. In diesem Kontext wird der Mensch zum Träger wichtiger Informatio-nen, die für eine Vielzahl von Zwecken zur Verfügung stehen. Neben Produktivitäts- und Effizienzsteigerung stehen auch bislang unbekannte Möglichkeiten zur Überwa-chung zur Verfügung, die größtenteils zunächst ein Nebenprodukt der Systeme dar-stellen. Um den Beschäftigtendatenschutz sicherzustellen und einer gläsernen Be-legschaft entgegenzuwirken sollte von Anfang an der Überwachungseffekt berück-sichtigt werden, um die Privatsphäre zu schützen.
Der technologische Fortschritt wird aber auch zu immer umfassenderen Überwa-chungsmöglichkeiten beitragen, dabei werden Überwachungstechnologien mit der Zeit immer preisgünstiger und setzen sich immer weiter durch. Die Auswirkungen auf den Menschen sind zum Teil schon bekannt, müssen aber in einigen Branchen wie-der bzw. vermehrt beobachtet werden.
Literaturverzeichnis
Adolph, L., Rothe, I. & Windel, A. (2016). Arbeit in der digitalen Welt – Mensch im Mittelpunkt. Zeitschrift für Arbeitswissenschaft, 70, 77-81.
Aiello, J. R. & Kolb, K. J. (1995). Electronic performance monitoring and social context: impact on productivity and stress. Journal of Applied Psychology, 80, 339-353.
Aiello, J. R. & Svec, C. M. (1993). Computer Monitoring of Work Performance:
Extending the Social Facilitation Framework to Electronic Presence. Journal of Applied Social Psychology, 23, 537-548.
Ajunwa, I., Crawford, K. & Schultz, J. (2017). Limitless Worker Surveillance.
California Law Review, 105, 735-776.
Alder, G. S. & Ambrose, M. L. (2005). An examination of the effect of computerized performance monitoring feedback on monitoring fairness, performance, and satisfaction. Organizational Behavior and Human Decision Processes, 97, 161-177.
Alder, G. S., Noel, T. W. & Ambrose, M. L. (2006). Clarifying the effects of Internet monitoring on job attitudes: The mediating role of employee trust. Information
& Management, 43, 894-903.
Alge, B. J. (2001). Effects of computer surveillance on perceptions of privacy and procedural justice. Journal of Applied Psychology, 86, 797-804.
Alge, B. J., Ballinger, G. A. & Green, S. G. (2004). Remote control: Predictors of electronic monitoring intensity and secrecy. Personnel Psychology, 57, 377-410.
Alge, B. J. & Hansen, D. (2014). Workplace Monitoring and Surveillance since
"1984": A Review and Agenda. In M. D. Coovert & L. F. Thompson (Hrsg.), The Psychology of Workplace Technology (S. 209-237). New York, NY: Taylor
& Francis.
Arnaud, S. & Chandon, J.-L. (2013). Will monitoring systems kill intrinsic motivation? An empirical study. Revue de gestion des ressources humaines, 90, 35-53.
Ayyagari, R., Grover, V. & Purvis, R. (2011). Technostress: technological antecedents and implications. MIS Quarterly, 35, 831-858.
Ball, K. (2010). Workplace surveillance: an overview. Labor History, 51, 87-106.
Bartels, L. K. & Nordstrom, C. R. (2012). Examining big brother's purpose for using electronic performance monitoring. Performance Improvement Quarterly, 25, 65-77.
Bates, R. A. & Holton, E. F. (1995). Computerized performance monitoring: A review of human resource issues. Human Resource Management Review, 5, 267-288.
BAuA. (2014). Leitfaden für die Erarbeitung von Scoping Reviews. Dortmund:
Bundesanstalt für Arbeitsschutz und Arbeitsmedizin.
Baumann, H. & Maschke, M. (2016). Betriebsvereinbarungen 2015 - Verbreitung und Themen. WSI Mitteilungen, 67, 223-232.
Becker, T. E. & Marique, G. (2014). Observer Effects without Demand Characteristics: An Inductive Investigation of Video Monitoring and Performance. Journal of Business and Psychology, 29, 541-553.
Bhave, D. P. (2014). The Invisible Eye? Electronic Performance Monitoring and Employee Job Performance. Personnel Psychology, 67, 605-635.
Brewer, N. (1995). The Effects of Monitoring Individual and Group Performance on the Distribution of Effort Across Tasks. Journal of Applied Social Psychology, 25, 760-777.
Brewer, N. & Ridgway, T. (1998). Effects of supervisory monitoring on productivity and quality of performance. Journal of Experimental Psychology: Applied, 4, 211.
Bundesministerium für Arbeit und Soziales. (2017). Weißbuch Arbeiten 4.0.
Berlin: BMAS.
Callaghan, G. & Thompson, P. (2002). ‘We Recruit Attitude’: The Selection and Shaping of Routine Call Centre Labour. Journal of Management Studies, 39, 233-254.
Caplan, R. D., Cobb, S. & French, J. R. P. (1975). Job demands and worker health;
main effects and occupational differences. Washington, D.C.: National Institute for Occupational Safety and Health.
Carayon, P. (1993). Effect of Electronic Performance Monitoring on Job Design and Worker Stress: Review of the Literature and Conceptual Model. Human Factors, 35, 385-395.
Carayon, P. & Smith, M. J. (2014). The Balance Concept Revisited: Finding Balance to Reduce Stress in a Frantic World of IT. In C. Korunka & P.
Hoonakker (Hrsg.), The Impact of ICT on Quality of Working Life (S. 105-121).
Dordrecht: Springer Netherlands.
Carayon, P., Smith, M. J. & Haims, M. C. (1999). Work Organization, Job Stress, and Work-Related Musculoskeletal Disorders. Human Factors, 41, 644-663.
Carpenter, D., McLeod, A., Hicks, C. & Maasberg, M. (2016). Privacy and biometrics: An empirical examination of employee concerns. Information Systems Frontiers.
Castanheira, F. & Chambel, M. J. (2010). Reducing burnout in call centers through HR practices. Human Resource Management, 49, 1047-1065.
Chalykoff, J. & Kochan, T. A. (1989). Computer-aided Monitoring: Its Influence on Employee Job Satisfaction and Turnover. Personnel Psychology, 42, 807-834.
Chang, S. E., Liu, A. Y. & Lin, S. (2015). Exploring privacy and trust for employee monitoring. Industrial Management & Data Systems, 115, 88-106.
Cheung, M. W.-L. (2008). A Model for Integrating Fixed-, Random-, and Mixed-Effects Meta-Analyses Into Structural Equation Modeling. Psychological Methods, 13, 182.
Cohen, J. (1988). Statistical Power Analysis for the Behavioral Sciences (2).
Hillsdale, NJ: Lawrence Erlbaum Associates.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H. & Ng, K. Y.
(2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425-445.
Däubler, W. (2015). Gläserne Belegschaften? Das Handbuch zum Arbeitnehmerdatenschutz (6). Frankfurt a. M.: Bund-Verlag GmbH.
Davidson, R. & Henderson, R. (2000). Electronic Performance Monitoring: A Laboratory Investigation of the Influence of Monitoring and Difficulty on Task Performance, Mood State, and Self-Reported Stress Levels. Journal of Applied Social Psychology, 30, 906-920.
Davis, F. D. (1993). User acceptance of information technology: system characteristics, user perceptions and behavioral impacts. International journal of man-machine studies, 38, 475-487.
Day, A., Paquet, S., Scott, N. & Hambley, L. (2012). Perceived information and communication technology (ICT) demands on employee outcomes: the moderating effect of organizational ICT support. Journal of occupational health psychology, 17, 473-491.
de Vries, R. E. & van Gelder, J.-L. (2015). Explaining workplace delinquency: The role of Honesty–Humility, ethical culture, and employee surveillance.
Personality and Individual Differences, 86, 112-116.
Deery, S., Iverson, R. & Walsh, J. (2002). Work Relationships in Telephone Call Centres: Understanding Emotional Exhaustion and Employee Withdrawal.
Journal of Management Studies, 39, 471-496.
DiTecco, D., Cwitco, G., Arsenault, A. & André, M. (1992). Operator stress and monitoring practices. Applied Ergonomics, 23, 29-34.
Douthitt, E. A. & Aiello, J. R. (2001). The role of participation and control in the effects of computer monitoring on fairness perceptions, task satisfaction, and performance. Journal of Applied Psychology, 86, 867-874.
Fenner, D. B., Lerch, F. J. & Kulik, C. T. (1993). The Impact of Computerized Performance Monitoring and Prior Performance Knowledge on Performance Evaluation. Journal of Applied Social Psychology, 23, 573-601.
Ferguson, G. A. (1959). Statistical analysis in psychology and education. New York, NY: McGraw-Hill.
Fishbein, M. & Ajzen, I. (1975). Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research. Reading, MA: Addison-Wesley.
Gallatin, L. (1989). Electronic Monitoring in the Workplace: Supervision or Surveillance. Boston, MA: Massachusetts Coalition on New Office Technology.
Galletta, D. & Grant, R. A. (1995). Silicon supervisors and stress: Merging new evidence from the field. Accounting, Management and Information Technologies, 5, 163-183.
Garcia-Ceja, E., Osmani, V. & Mayora, O. (2016). Automatic Stress Detection in Working Environments From Smartphones' Accelerometer Data: A First Step.
IEEE Journal of Biomedical and Health Informatics, 20, 1053-1060.
Gichuhi, J. K., Ngari, J. M. & Senaji, T. (2016). Employees’ Response to Electronic Monitoring: The Relationship between CCTV Surveillance and Employees’
Engagement. International Journal of Innovative Research & Development, 5, 141-150.
Goomas, D. T. & Ludwig, T. D. (2009). Standardized Goals and Performance Feedback Aggregated Beyond the Work Unit: Optimizing the Use of Engineered Labor Standards and Electronic Performance Monitoring. Journal of Applied Social Psychology, 39, 2425-2437.
Grant, R. A. & Higgins, C. A. (1989). Monitoring service workers via computer: The effect on employees, productivity, and service. National Productivity Review, 8, 101-112.
Grant, R. A. & Higgins, C. A. (1991a). Computerized performance monitors: factors affecting acceptance. IEEE Transactions on Engineering Management, 38, 306-315.
Grant, R. A. & Higgins, C. A. (1991b). The impact of computerized performance monitoring on service work: Testing a causal model. Information Systems Research, 2, 116-142.
Greenberg, L. & Barling, J. (1999). Predicting Employee Aggression against Coworkers, Subordinates and Supervisors: The Roles of Person Behaviors and Perceived Workplace Factors. Journal of Organizational Behavior, 20, 897-913.
Griffith, T. L. (1993). Monitoring and Performance: A Comparison of Computer and Supervisor Monitoring. Journal of Applied Social Psychology, 23, 549-572.
Hales, T. R., Sauter, S. L., Peterson, M. R., Fine, L. J., Putz-Anderson, V., Schleifer, L. R., . . . Bernard, B. P. (1994). Musculoskeletal disorders among visual display terminal users in a telecommunications company. Ergonomics, 37, 1603-1621.
Hedges, L. V. & Olkin, I. (1985). Statistical Methods for meta-analysis. Orlando, FL:
Academic Press.
Henderson, R., Mahar, D., Saliba, A., Deane, F. & Napier, R. (1998). Electronic monitoring systems: an examination of physiological activity and task performance within a simulated keystroke security and electronic performance monitoring sytem. International Journal of Human-Computer Studies, 48, 143-157.
Henle, C. A., Kohut, G. & Booth, R. (2009). Designing electronic use policies to enhance employee perceptions of fairness and to reduce cyberloafing: An empirical test of justice theory. Computers in Human Behavior, 25, 902-910.
Hilgendorf, E. & Seidel, U. (2016). Juristische Herausforderungen für digitale Wertschöpfung - strukturierte Lösungswege für KMU. Berlin: VDI/VDE Innovation + Technik GmbH.
Hirsch-Kreinsen, H. (2016). Zum Verhältnis von Arbeit und Technik bei Industrie 4.0. Aus Politik und Zeitgeschichte, 66, 10-16.
Hoffman, W. M., Hartman, L. P. & Rowe, M. (2003). You’ve Got Mail . . . And the Boss Knows: A Survey by the Center for Business Ethics of Companies’ Email and Internet Monitoring. Business and Society Review, 108, 285-307.
Holland, P. J., Cooper, B. & Hecker, R. (2015). Electronic monitoring and surveillance in the workplace: The effects on trust in management, and the moderating role of occupational type. Personnel Review, 44, 161-175.
Holman, D. (2002). Employee wellbeing in call centres. Human Resource Management Journal, 12, 35-50.
Holman, D., Chissick, C. & Totterdell, P. (2002). The Effects of Performance Monitoring on Emotional Labor and Well-Being in Call Centers. Motivation and Emotion, 26, 57-81.
Holthaus, C., Park, Y.-k. & Stock-Homburg, R. (2015). People Analytics und Datenschutz – Ein Widerspruch? Datenschutz und Datensicherheit, 39, 676-681.
Hornung, G. & Hofmann, K. (2015). Datenschutz als Herausforderung der Arbeit in der Industrie 4.0. In H. Hirsch-Kreinsen, P. Ittermann & J. Niehaus (Hrsg.), Digitalisierung industrieller Arbeit: Die Vision Industrie 4.0 und ihre sozialen Herausforderungen (S. 165-182). Baden-Baden: Nomos.
Hovorka-Mead, A. D., Ross, W. H., Whipple, T. & Renchin, M. B. (2002). Watching the Detectives: Seasonal Student Employee Reactions to Electronic Monitoring With and Without Advance Notification. Personnel Psychology, 55, 329-362.
Hugl, U. (2013). Workplace surveillance examining current instruments, limitations and legal background issues. Tourism & Management Studies, 9, 58-63.
Huston, T. L., Galletta, D. F. & Huston, J. L. (1993). The effects of computer monitoring on employee performance and stress: results of two experimental studies,Proceedings of the 26th Hawaii International Conference on System Sciences (Bd. 4, S. 568-574).
Institut DGB-Index Gute Arbeit. (2016). DGB-Index Gute Arbeit. Der Report 2016.
Wie die Beschäftigten die Arbeitsbedingungen in Deutschland beurteilen.
Berlin: PrintNetwork / ASTOV Vertriebsgesellschaft.
Introna, L. D. (2000). Workplace surveillance, privacy and distributive justice. ACM SIGCAS Computers and Society, 30, 33-39.
Jensen, J. M. & Raver, J. L. (2012). When Self-Management and Surveillance Collide. Group & Organization Management, 37, 308-346.
Jeske, D. & Santuzzi, A. (2014). Part-time workers’ responses to electronic performance monitoring. International Journal of Working Conditions, 8, 63-82.
Jeske, D. & Santuzzi, A. M. (2015). Monitoring what and how: psychological implications of electronic performance monitoring. New Technology, Work and Employment, 30, 62-78.
Kagermann, H. (2017). Chancen von Industrie 4.0 nutzen. In B. Vogel-Heuser (Hrsg.), Handbuch Industrie 4.0 (Bd. 4, S. 237-248). Berlin, Heidelberg:
Springer.
Karasek, R. A. (1979). Job Demands, Job Decision Latitude, and Mental Strain:
Implications for Job Redesign. Administrative Science Quarterly, 24, 285-308.
Karau, S. J. & Williams, K. D. (1993). Social loafing: A meta-analytic review and theoretical integration. Journal of Personality and Social Psychology, 65, 681-706.
Karim, M. N., Willford, J. C. & Behrend, T. S. (2015). Big Data, Little Individual:
Considering the Human Side of Big Data. Industrial and Organizational Psychology, 8, 527-533.
Kidwell Jr., R. E. & Bennett, N. (1994). Employee Reactions to Electronic Control Systems. Group & Organization Management, 19, 203-218.
Kipnis, D. (1996). Trust and technology. In R. M. Kramer & T. R. Tyler (Hrsg.), Trust in organizations: Frontiers of theory and research (S. 39-50). Thousand Oaks, CA: SAGE.
Kizza, J. M. & Ssanyu, J. (2005). Workplace Surveillance. In J. Weckert (Hrsg.), Electronic Monitoring in the Workplace: Controversies and Solutions (S. 1-18).
Hershey, PA: IGI Global.
Kolb, K. J. & Aiello, J. R. (1996). The effects of electronic performance monitoring on stress: Locus of control as a moderator variable. Computers in Human Behavior, 12, 407-423.
Krause, R. (2017). Digitalisierung und Beschäftigtendatenschutz. Berlin:
Bundesministerium für Arbeit und Soziales.
Larson, J. R. & Callahan, C. (1990). Performance monitoring: How it affects work productivity. Journal of Applied Psychology, 75, 530-538.
Lim, V. K. G. (2002). The IT way of loafing on the job: cyberloafing, neutralizing and organizational justice. Journal of Organizational Behavior, 23, 675-694.
Lu, J. L. (2005). Perceived job stress of women workers in diverse manufacturing industries. Human Factors and Ergonomics in Manufacturing & Service Industries, 15, 275-291.
Ludwig, T. D. & Goomas, D. T. (2009). Real-time performance monitoring, goal-setting, and feedback for forklift drivers in a distribution centre. Journal of Occupational and Organizational Psychology, 82, 391–403.
Lyon, D. (2003). Surveillance Technology and Surveillance Society. In T. J. Misa, P.
Brey & A. Feenberg (Hrsg.), Modernity and Technology (S. 161-183).
Cambridge, MA: MIT Press.
Maier, G. W. (2017, 25.07.2017). Gerechtigkeit in Organisationen. Wiesbaden:
Springer Gabler [Website]. Zugriff am 25.07.2017 unter
http://wirtschaftslexikon.gabler.de/Archiv/77731/gerechtigkeit-in-organisationen-v5.html
Mallo, J., Nordstrom, C. R., Bartels, L. K. & Traxler, A. (2007). The effect of age and task difficulty. Performance Improvement Quarterly, 20, 49-63.
Martin, A. J., Wellen, J. M. & Grimmer, M. R. (2016). An eye on your work: How empowerment affects the relationship between electronic surveillance and counterproductive work behaviours. The International Journal of Human Resource Management, 27, 2635-2651.
Mayer, R. C., Davis, J. H. & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of management review, 20, 709-734.
McNall, L. A. & Roch, S. G. (2009). A Social Exchange Model of Employee Reactions to Electronic Performance Monitoring. Human Performance, 22, 204-224.
McNall, L. A. & Stanton, J. M. (2011). Private Eyes Are Watching You: Reactions to Location Sensing Technologies. Journal of Business and Psychology, 26, 299-309.
Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61, 20-52.
Möller, J. (2015). Verheißung oder Bedrohung? Die Arbeitsmarktwirkungen einer vierten industriellen Revolution (IAB-Discussion Paper): Institut für Arbeitsmarkt- und Berufsforschung. http://doku.iab.de/discussionpapers/2015/
dp1815.pdf
Moorman, R. H. & Wells, D. L. (2003). Can Electronic Performance Monitoring Be Fair? Exploring Relationships Among Monitoring Characteristics, Perceived Fairness, and Job Performance. Journal of Leadership & Organizational Studies, 10, 2-16.
Moran, S., Nishida, T. & Nakata, K. (2013). Perceptions of a Wearable Ubiquitous Monitoring Device. IEEE Technology and Society Magazine, 32, 56-64.
Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
Mujtaba, B. G. (2003). Ethical Implications of Employee Monitoring: What Leaders Should Consider. Journal of Applied Management and Entrepreneurship, 8, 22-47.
Nath, N. D., Akhavian, R. & Behzadan, A. H. (2017). Ergonomic analysis of construction worker's body postures using wearable mobile sensors. Applied Ergonomics, 62, 107-117.
Nebeker, D. M. & Tatum, B. C. (1993). The Effects of Computer Monitoring, Standards, and Rewards on Work Performance, Job Satisfaction, and Stress.
Journal of Applied Social Psychology, 23, 508-536.
Niehoff, B. P. & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior.
Academy of Management Journal, 36, 527-556.
Nield, D. (2014, 15.04.2014). In corporate wellness programs, wearables take a step forward. Fortune.
O'Donnell, A. T., Ryan, M. K. & Jetten, J. (2013). The hidden costs of surveillance for performance and helping behaviour. Group Processes & Intergroup Relations, 16, 246-256.
Oz, E., Glass, R. & Behling, R. (1999). Electronic workplace monitoring: What employees think. Omega, 27, 167-177.
Peterson, R. A. & Brown, S. P. (2005). On the Use of Beta Coefficients in Meta-Analysis. Journal of Applied Psychology, 90, 175-181.
Podgórski, D., Majchrzycka, K., Dąbrowska, A., Gralewicz, G. & Okrasa, M.
(2017). Towards a conceptual framework of OSH risk management in smart working environments based on smart PPE, ambient intelligence and the Internet of Things technologies. International Journal of Occupational Safety and Ergonomics, 23, 1-20.
Reichardt, S. (2016). Überwachungsgeschichte(n) - Facetten eines Forschungsfeldes. Geschichte und Gesellschaft, 42, 5-33.
Reichwald, D. (2012). Organizational Citizenship Behaviour – Darstellung und kritische Würdigung (Bd. 2012/3). Ilmenau: TU Ilmenau.
Rietzschel, E. F., Slijkhuis, M. & Van Yperen, N. W. (2014). Close monitoring as a contextual stimulator: How need for structure affects the relation between close monitoring and work outcomes. European Journal of Work and Organizational Psychology, 23, 394-404.
Rogers, K. J. S., Smith, M. J. & Sainfort, P. C. (1990). Electronic Performance Monitoring, Job Design and Psychological Stress. Proceedings of the Human Factors Society Annual Meeting, 34, 854-858.
Rosenblat, A., Kneese, T. & Boyd, D. (2014). Workplace surveillance (Data &
Society Working Paper).NewYork City,NY.https://datasociety.net/pubs/fow/
WorkplaceSurveillance.pdf
Rosenthal, R. (1994). Parametric Measures of Effect Size. In H. Cooper & L. V.
Hedges (Hrsg.), the Handbook of Research Synthesis (S. 231-244). New York, NY: Russell Sage Foundation.
Roßnagel, A., Jandt, S., Skistims, H. & Zirfas, J. (2012). Datenschutz bei Wearable Computing: Eine juristische Analyse am Beispiel von Schutzanzügen. Wiesbaden: Springer Vieweg.
Roth, A. & Siepmann, D. (2016). Industrie 4.0 – Ausblick. In A. Roth (Hrsg.), Einführung und Umsetzung von Industrie 4.0: Grundlagen, Vorgehensmodell und Use Cases aus der Praxis (S. 247-260). Berlin, Heidelberg: Springer.
Rothe, H.-J., Debitz, U. & Metz, A.-M. (2011). Arbeit in Call-Centern - Arbeit am virtuellen Fließband? In E. Bamberg, A. Ducki & A.-M. Metz (Hrsg.), Gesundheitsförderung und Gesundheitsmanagement in der Arbeitswelt: Ein Handbuch (S. 633-652). Göttingen: Hogrefe Verlag.
Rousseau, D. M., Sitkin, S. B., Burt, R. S. & Camerer, C. (1998). Not So Different After All: A Cross-Discipline View of Trust. Academy of Management Review, 23, 393-404.
Sarpong, S. & Rees, D. (2014). Assessing the effects of ‘big brother’ in a workplace:
The case of WAST. European Management Journal, 32, 216-222.
Schleifer, L. M. & Amick, B. C. (1989). System response time and method of pay:
Stress effects in computer‐based tasks. International Journal of Human–
Computer Interaction, 1, 23-39.
Schleifer, L. M., Galinsky, T. L. & Pan, C. S. (1996). Mood disturbances and musculoskeletal discomfort: Effects of electronic performance monitoring under different levels of VDT data‐entry performance. International Journal of Human–Computer Interaction, 8, 369-384.
Schmidt, F. A. (2016). Arbeitsmärkte in der Plattformökonomie – Zur Funktionsweise und den Herausforderungen von Crowdwork und Gigwork. Bonn: Friedrich-Ebert-Stiftung.
Schoorman, F. D., Wood, M. M. & Breuer, C. (2015). Would Trust by Any Other Name Smell as Sweet? Reflections on the Meanings and Uses of Trust Across Disciplines and Context. In B. H. Bornstein & A. J. Tomkins (Hrsg.), Motivating Cooperation and Compliance with Authority (S. 13-35). Cham:
Springer International Publishing.
Schulz, A. & Schöllgen, I. (2017). Emotionsarbeit – Ein Review zu Gestaltungsaussagen. Zeitschrift für Arbeitswissenschaft, 71, 26-38.
Schwarzer, G. (2017). Package ‘meta’. https://cran.r-project.org/web/packages/meta/meta.pdf
Schweizer, G. (2010). "Großer Lauschangriff" im Call Center – auch ein Arbeitsschutzthema. Gute Arbeit, 22, 25-27.
Seppänen, M., Pajarre, E. & Kuparinen, P. (2015). The effects of performance-monitoring technology on privacy and job autonomy. International Journal of Business Information Systems, 20, 139-156.
Sewell, G. (2012). Organization, employees and surveillance. In K. Ball, K. D.
Haggerty & D. Lyon (Hrsg.), Routledge Handbook of Surveillance Studies (S.
303-312). London; New York, NY: Routledge.
Sewell, G. & Barker, J. R. (2006). Coercion Versus Care: Using Irony to Make Sense of Organizational Surveillance. Academy of Management Review, 31, 934-961.
Sewell, G., Barker, J. R. & Nyberg, D. (2012). Working under intensive surveillance:
When does ‘measuring everything that moves’ become intolerable? Human Relations, 65, 189-215.
Shahri, A., Hosseini, M., Phalp, K., Taylor, J. & Ali, R. (2014). Towards a Code of Ethics for Gamification at Enterprise. In U. Frank, P. Loucopoulos, Ó. Pastor &
I. Petrounias (Hrsg.), The Practice of Enterprise Modeling: 7th IFIP WG 8.1 Working Conference, PoEM 2014, Manchester, UK, November 12-13, 2014.
Proceedings (S. 235-245). Berlin, Heidelberg: Springer.
Sharpe, D. (1997). Of apples and oranges, file drawers and garbage: why validity issues in meta-analysis will not go away. Clinical psychology review, 17, 881-901.
Siepmann, D. & Graef, N. (2016). Industrie 4.0 – Grundlagen und Gesamtzusammenhang. In A. Roth (Hrsg.), Einführung und Umsetzung von Industrie 4.0: Grundlagen, Vorgehensmodell und Use Cases aus der Praxis (S. 17-82). Berlin, Heidelberg: Springer.
Smith, M. J. & Amick, B. C. (1989). Electronic monitoring at the workplace:
Implications for employee control and job stress. In S. L. Sauter, J. J. Hurrel Jr. & C. L. Cooper (Hrsg.), Job Control and Worker Health (S. 275-289). New York, NY: John Wiley and Sons.
Smith, M. J., Carayon, P., Sanders, K. J., Lim, S. Y. & LeGrande, D. (1992).
Employee stress and health complaints in jobs with and without electronic performance monitoring. Applied Ergonomics, 23, 17-27.
Smith, M. J. & Sainfort, P. C. (1989). A balance theory of job design for stress reduction. International Journal of Industrial Ergonomics, 4, 67-79.
Spitzmüller, C. & Stanton, J. M. (2006). Examining employee compliance with organizational surveillance and monitoring. Journal of Occupational and Organizational Psychology, 79, 245-272.
Spreitzer, G., Cameron, L. & Garrett, L. (2017). Alternative Work Arrangements:
Two Images of the New World of Work. Annual Review of Organizational Psychology and Organizational Behavior, 4, 473-499.
Sprigg, C. A. & Jackson, P. R. (2006). Call centers as lean service environments:
job-related strain and the mediating role of work design. Journal of occupational health psychology, 11, 197-212.
Stanton, J. M. (2000). Traditional and Electronic Monitoring from an Organizational Justice Perspective. Journal of Business and Psychology, 15, 129-147.
Stanton, J. M. & Barnes-Farrell, J. L. (1996). Effects of electronic performance monitoring on personal control, task satisfaction, and task performance.
Journal of Applied Psychology, 81, 738.
Stanton, J. M. & Julian, A. L. (2002). The impact of electronic monitoring on quality and quantity of performance. Computers in human behavior, 18, 85-101.
Stanton, J. M. & Sarkar-Barney, S. T. M. (2003). A Detailed Analysis of Task Performance With and Without Computer Monitoring. International Journal of Human–Computer Interaction, 16, 345-366.
Stanton, J. M. & Stam, K. R. (2003). Information Technology, Privacy, and Power within Organizations: a view from Boundary Theory and Social Exchange perspectives. Surveillance & Society, 1, 152-190.
Stanton, J. M. & Stam, K. R. (2006). The Visible Employee: Using Workplace Monitoring and Surveillance to Protect Information Assets - Without Compromising Employee Privacy or Trust. Medford, NJ: Information Today,
Stanton, J. M. & Stam, K. R. (2006). The Visible Employee: Using Workplace Monitoring and Surveillance to Protect Information Assets - Without Compromising Employee Privacy or Trust. Medford, NJ: Information Today,