Regimes of justification in the datafied workplace: The case of hiring
Regimes of justification in the datafied workplace: The case of hiring
复制标题
数据化工作场所的正当理由制度：招聘案例
作者：
L. Dencik;Sanne Stevens
数据驱动的招聘系统的采用带来了一些重要的问题，即关于谁有资格获得工作以及为什么要改变的决定。为了探索这一点，本文对数据驱动招聘系统的主要提供商进行了采访，并分析了他们如何提供与现有招聘流程相关的工具，他们声称要解决什么问题，以及他们提供的解决方案的性质。虽然知识化的意识形态基础已经确立，认为数据驱动的知识生产比其他形式的信息收集更少偏见，更客观，具有上级见解，但在招聘中，我们发现合法化框架延伸到工作和工人的组织和评估方式。借鉴的概念，“制度的理由”，我们认为，这种合法化的框架，反过来又调用某些规范的期望，什么是公正和不公正的组织周围的共同利益的愿景。
The uptake of data-driven hiring systems has introduced important questions about how decisions about who is eligible for jobs, and why, are changing. To explore this, the article draws on interviews with prominent providers of data-driven hiring systems and analyses the way they situate the provision of tools in relation to existing hiring processes, what problems they claim to solve, and the nature of the solutions they provide. While the ideological grounds of datafication have been well-established, privileging data-driven knowledge production as less biased, more objective, and with superior insights than other forms of information-gathering, in hiring, we find legitimisation frames extend to ways in which work and workers should be organised and assessed. Drawing on the notion of ‘regimes of justification’, we argue that such legitimisation frames in turn invoke certain normative expectations about what is just and unjust organised around a vision of the common good.
影响因子：
21.2
作者：
Kellogg, Katherine C.;Valentine, Melissa A.;Christin, Angele
通讯作者：
Christin, Angele