What is it about?
French companies have chosen to use video surveillance to ensure the safety of persons and goods, as required by law. The purpose of this article is to study organisational implementation and psychological contract as potential factors determining the acceptance of video surveillance, as a control technology by employees in organisations open to the public. It's a focus on the importance of the employment contract, the psychological contract and the way of deployment.
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Why is it important?
Existing contributions refer to control of performance, acceptance and appropriation of technologies; some contributions use the concepts of psychological contract and organisational justice to demonstrate the acceptance of a technology when it is implemented, but no research has been conducted into the use of video surveillance. The literature consulted concerns several theories: the mandatory aspect, the psychological contract and organisational justice.
Perspectives
This research has enabled to understand how compliance with rules and informing employees contribute to the acceptance of a control technology.When installing video surveillance in a company, the HR department must go beyond the legal issues to encourage acceptance by all employees. The Human Resources Director should work with managers and staff representatives to ensure fair dialogue between management and employees, and successful implementation of cameras.
Dr Caroline Diard
Read the Original
This page is a summary of: Psychological acceptance of organizational video surveillance, Human Systems Management, February 2018, IOS Press,
DOI: 10.3233/hsm-17113.
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