Abstract

Wearable technology such as smartwatches have firmly established in the electronics market. Their sensors allow gathering biological signals and the derivation of rich insights about the user. Organizations would like to use such data from employees to promote well-being, safety or to monitor performance. However, extant research lacks findings to explain why and when employees might accept these devices and disclose data. Based on uses-and-gratifications theory we empirically investigate drivers and inhibitors of wearable usage in the workplace and in private settings depending of data sharing mode (voluntary vs. mandatory sharing with the employer). Using a mixed-methods approach with structural equation modelling and fuzzy-set qualitative comparative analysis (fsQCA) and a sample of 783 respondents we gain important insights into adoption intentions. Our research introduces new constructs to the literature (e.g., dehumanization risks) and provides important practical implications for the adoption of wearable technology in organizational settings.

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