Habisch André, Kletz Pierre, Wack Eva
Faculty of Economics and Business Administration, Catholic University of Eichstätt-Ingolstadt, Auf der Schanz 49, 85049 Ingolstadt, Germany.
Faculty of Management - Mandel Institute of Social Leadership, Ben-Gurion University of the Negev, P.O.B. 653, Beer-Sheva, Israel.
Humanist Manag J. 2022;7(2):347-368. doi: 10.1007/s41463-022-00138-0. Epub 2022 Oct 26.
Cybervetting has become common practice in personnel decision-making processes of organizations. While it represents a quick and inexpensive way of obtaining additional information on employees and applicants, it gives rise to a variety of legal and ethical concerns. To limit companies' access to personal information, a has been introduced by the European jurisprudence. By discussing the notion of forgetting from the perspective of French hermeneutic philosopher Paul Ricoeur, the present article demonstrates that both, companies and employees, would be harmed if access to online information on applicants and current employees would be denied. Consistent with a Humanistic Management approach that promotes human dignity and flourishing in the workplace, this article proposes guidance for the responsible handling of unpleasant online memories in personnel decision-making processes, thereby following Ricoeur's notion of forgetting as "kept in reserve". Enabling applicants and employees to take a qualified stand on their past is more beneficial to both sides than a right to be forgotten that is questionable in several respects.
网络审查已成为组织人事决策过程中的常见做法。虽然它是获取有关员工和求职者更多信息的一种快速且廉价的方式，但它引发了各种法律和道德问题。为了限制公司获取个人信息，欧洲判例法引入了一项[此处原文缺失具体内容]。通过从法国诠释学哲学家保罗·利科的遗忘概念角度进行讨论，本文表明，如果拒绝获取有关求职者和在职员工的在线信息，公司和员工都会受到损害。与促进工作场所的人类尊严和繁荣的人本管理方法一致，本文为在人事决策过程中负责任地处理不愉快的在线记忆提出了指导意见，从而遵循利科将遗忘视为“保留备用”的概念。使求职者和员工能够对自己的过去采取有条件的立场，对双方都比在几个方面都存在问题的被遗忘权更有益。
