Finding sources for my research has aimed at finding the most relevant and appropriate sources for my argument. I have sought the articles that offer reasons to support my argument that employees should not be fired because of their social media activity. In addition, I have been looking for sources published within the last five years to make sure the concepts are valid and applicable to today’s work environment. My goal is to find the sources with the strongest reasons to help me argue my case. As such the sources I have been looking for sources whose main ideas support my thesis. Using this approach, I have been successful in finding credible and relevant sources that focus on privacy, work-life balance, and identity autonomy, among other reasons. In addition, I have also discovered sources that have opposing ideas to my argument. While I do not intend to change this approach, I intend to enhance and make it better. In addition to looking for sources with relevance and appropriateness to the topic, I will integrate other vital elements that make good sources. I will look for sources whose authors are credible and peer-reviewed articles.
Bhave, D. P., Teo, L. H., & Dalal, R. S. (2020). Privacy at work: A review and a research agenda for a contested terrain. Journal of Management, 46(1), 127-164.
The article addresses the issue of privacy at work and how it is a double-sided concern for both employees and the organization. The employees’ expectations are that they are left to be in control of their personal data and how it is accessed. On the other hand, the employer expects that they should have access to their employee’s personal information and activity onlinethe article was written by three authors who have a background in data security and privacy matters. The article’s main idea is the suggestion that a good social media policy allows employees’ privacy over their social media activity while also protecting the image and the reputation of the employer. It hence serves to support my main argument by protecting the privacy of employees’ social media activity from the monitoring and implications from the employer. The information is current and valid as it was published in 2020, which is within the last five years. The article is also peer-reviewed and hence very credible.
Parker, J. M., Marasi, S., James, K. W., & Wall, A. (2019). Should employees be “dooced” for a social media post? The role of social media marketing governance. Journal of Business Research, 103, 1-9.
The article’s authors seek to evaluate the criteria used to fire employees based on their social media activity. The article acknowledges that cases of an employee being fired because of their social media posts have become common. It poses three criteria that are used to fire employees, which offer support to my argument. The article gives the reasons for not firing an employee based on their social media activity if they are no information about the existence of the social media policy,
fairness of the termination, and effect of social convergence on the termination. These reasons justify why the employees should not be fired for their social media p, especially if they meet the above three criteria. The article is written by credible and knowledgeable authors and is also peer-reviewed. It was also recently published in 2019 in the famous Journal of Business Research. Hence, it is a valuable and credible source to use in arguing for my case.
ArcherBrown, C., Marder, B., Calvard, T., & Kowalski, T. (2018). Hybrid social media: Employees’ use of a boundaryspanning technology. New Technology, Work and Employment, 33(1), 74-93.
The article explores the dynamics of social media relations among employees. The article’s main idea is that employees deserve boundaries regarding their social life.
While social media improve employee collaboration and communication, they threaten the boundaries of private life for the employee to the employer. This idea supports my main argument that employees deserve to have a personal life boundary different from the employer and not get fired from their private life, such as social media. The information helps argue why an employee should be able to main a separate identity from their life and is crucial in forming boundaries for private life. The article is written by credible authors and published in New Technology, Work and Employment journal. The ideas are hence the relevance and justifiable support for my argument. The article is also current as it was published in 2019.
Kubheka, B. (2017). Ethical and legal perspectives on the use of social media by health professionals in South Africa. South African Medical Journal, 107(5), 386-389.
The article focuses on the legal and ethical angle of social media usage in the workplace. It targets specifically the healthcare industry workplace. The article’s main argument is that while social media offers a valid channel for enhancing both social and professional engagements, it presents ethical and legal challenges. One of these challenges is posting private and confidential information on one’s personal social media account. According to the ethical and legal principles guiding the workplace social media policy, the employer has the right to fire such as the employer. The author maintains that it is very crucial, especially in the healthcare industry, that employers maintain the confidentiality of the matter in the workplace.
Nonetheless, this is not an issue for the health care industry but across all industries as well. With this kind of information, the source supports the opposing argument that a justifiable reason can make an employer fire an employer over their social media activity. The source is credible, relevant, valid, published in 2017, and peer-reviewed.
Cooley, D., & Parks-Yancy, R. (2019). The effect of social media on perceived information credibility and decision making. Journal of Internet Commerce, 18(3), 249-269.
The article is written to shed light on the implications of social media on the perceptions of credibility and a brand’s image. In particular, the authors seek to find out how information shared by famous individuals, influencers, and people we know influences our attitudes and perceptions. The main idea opposes my main argument against the firing of employees from their social media activity. The article argues that there is a link between influential employees and the company their work. Therefore their social media activity is influential high n the market and can negatively affect a brand’s reputation and image. Therefore an employee would be justified to fire an employee whose social media posts resulted in damage to the company’s image and reputation. As a peer-reviewed article in the Journal of Internet Commerce, the article is highly credible and valid. It is also current, published in 2019, and relevant to the topic of the argument.
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