Effective social data governance rests on a bedrock of social support. Without securing trust from the populace whose information is being collected, analyzed, and deployed, policies on which such data are based will be undermined by a lack of public confidence. The COVID-19 pandemic has accelerated digitalization and datafication by governments for the purposes of contact tracing and epidemiological investigation. However, concerns about surveillance and data privacy have stunted the adoption of such contact-tracing initiatives. This commentary analyzes Singapore's contact-tracing initiative (...) to uncover the reasons for public resistance and efforts by the state to address them. The government's contact-tracing program encompassing its proprietary TraceTogether app and physical token initially triggered vociferous public criticisms of Big Brother style surveillance. Using a dialogic communication framework, we analyze the TraceTogether initiative to interrogate the communicative strategies that were used to overcome public resistance. We argue that these strategies reflect a top-down approach that prioritizes transactional dissemination of information, in line with Singapore's technocratic stance toward governance. We further assert that such communicative tactics represent missed opportunities to foster public confidence in social data governance through greater trust building. We propose solutions for more dialogic communicative forms that build trust, so that officials can develop a sound understanding of the public concerns, increase the level of public engagement, and incorporate public feedback into policies that govern data use. (shrink)

Video games have grown in number, variety, and consumer market penetration, encroaching more aggressively into the domestic realm. Within the home therefore, parents whose children play video games have to exercise mediation and supervision. As video games evolve, parental mediation strategies have also had to keep pace, albeit not always successfully. By transposing our appreciation of parental concerns over the historical development of video games, we propose an analytical framework identifying key affordances of video games, elucidating how their evolution has (...) distinct implications for effective parental mediation. These affordances are portability, accessibility, interactivity, identity multiplicity, sociability, and perpetuity. (shrink)

The rapid advancement of new digital technologies, such as smart technology, artificial intelligence (AI) and automation, robotics, cloud computing, and the Internet of Things (IoT), is fundamentally changing the nature of work and increasing concerns about the future of jobs and organizations. To keep pace with rapid disruption, companies need to update and transform business models to remain competitive. Meanwhile, the growth of advanced technologies is changing the types of skills and competencies needed in the workplace and demanded a shift (...) in mindset among individuals, teams and organizations. The recent COVID-19 pandemic has accelerated digitalization trends, while heightening the importance of employee resilience and well-being in adapting to widespread job and technological disruption. Although digital transformation is a new and urgent imperative, there is a long trajectory of rigorous research that can readily be applied to grasp these emerging trends. Recent studies and reviews of digital transformation have primarily focused on the business and strategic levels, with only modest integration of employee-related factors. Our review article seeks to fill these critical gaps by identifying and consolidating key factors important for an organization’s overarching digital transformation. We reviewed studies across multiple disciplines and integrated the findings into a multi-level framework. At the individual level, we propose five overarching factors related to effective digital transformation among employees: technology adoption; perceptions and attitudes toward technological change; skills and training; workplace resilience and adaptability, and work-related wellbeing. At the group-level, we identified three factors necessary for digital transformation: team communication and collaboration; workplace relationships and team identification, and team adaptability and resilience. Finally, at the organizational-level, we proposed three factors for digital transformation: leadership; human resources, and organizational culture/climate. Our review of the literature confirms that multi-level factors are important when planning for and embarking on digital transformation, thereby providing a framework for future research and practice. (shrink)