Video surveillance systems have become pervasive in contemporary society, prompting growing concerns about their psychological and behavioral effects on individuals. This study investigates how perceived surveillance influences self-censorship and behavioral regulation in monitored environments, drawing on the conceptual framework of panoptic self-regulation and surveillance-induced anxiety. A structured questionnaire was administered to 358 university students, and data were analyzed using exploratory and confirmatory factor analysis to validate latent constructs, followed by ordinal logistic regression and mediation analysis to test key hypotheses. The results indicate that individuals who perceive higher psychological pressure due to surveillance are more likely to modify their behavior, exhibiting heightened self-awareness and restraint. Additionally, belief in the active monitoring of surveillance footage significantly amplifies behavioral vigilance. The perception of the technological omnipresence of surveillance further intensifies psychological discomfort, which mediates behavioral change. These findings conceptualize video surveillance as a socio-technical system that exerts behavioral influence through internalized psychological mechanisms. The study highlights the importance of considering the unintended consequences of surveillance technologies on autonomy and freedom, and it suggests that regulatory frameworks should account not only for legal compliance but also for the psychological impact of surveillance. The results provide empirical support for viewing surveillance systems as dynamic regulators of human behavior.

The paper aims to analyze the idea of social solidarity from the perspective of legal constraints that characterize the labor relations between employees and employers and the growing need for community involvement of organizations. Therefore, the concept of citizenship-oriented behavior of organizations (OBSs) and the legal concept of subordinating employees to organizations will be at the center of attention. The first part of the article will be about defining the human being through the occupation or profession he chooses to practice (homo faber), we are what we work, and advance to the social dimension of any economic activity, and the second part will analyze these ideals such as altruism, solidarity or prosocial behavior, from the perspective of legal regulations in the labor code that emphasize the subordination of employees to employers who at least at first discourage the assumption of a civic dimension aimed at citizenship of employees. suggested possible solutions to improve these legal relations so that values such as solidarity are more present in the contractual relations between employees and employers in various social or economic contexts.

This chapter critically examines the alignment of green human resource management (Green HRM) practices—specifically in recruitment, training and development, and performance management—with legal standards, focusing on privacy protection, personal data security, and anti-discrimination laws. It also explores the potential to integrate sustainability features into established workplace systems and practices, such as near miss management systems, to enhance environmental responsibility within organizations. This method is advantageous as it utilizes existing tools and procedures familiar to employees, ensuring smoother implementation while leveraging prior legal evaluations.

The European growth model set out by the European Commission is founded on a dual transition, to green and digital. Although the transition to the new growth model requires an in-depth analysis of the transformations that will affect industry in its main branches and the energy system in particular, the social and employment aspects must not be ignored, in order to ensure that the twin transitions are fair and inclusive and have a substantive contribution to strengthening the Union’s social resilience and the prosperity of all citizens. Taking as a starting point the fact that the green transition will have direct impacts on the labor market, affecting, as emphasized by the European institutions, primarily workers who already have a vulnerable status, this chapter aims to analyze the topic of employment gender gap, highlighting those aspects that could be aggravated during the green transition. The analysis was carried out on relevant statistical data for the Romanian labor market, which were projected on EU27 data.

The General Data Protection Regulation (GDPR) has been in force since May 2018, yet its implementation in employment relationships continues to present compliance challenges. This study examines the intersection of data protection and labor law by analyzing how the Romanian Data Protection Authority (DPA) interprets and enforces GDPR principles in workplace settings. The research is based on an empirical analysis of decisions issued by the Romanian DPA, offering insights into common compliance failures and risk mitigation strategies. The study identifies two primary categories of GDPR breaches in employment contexts. The first includes direct violations committed by employers, such as unauthorized data collection, failure to ensure transparency, and excessive monitoring through video surveillance or electronic tracking. The second category consists of violations formally attributed to employers but triggered by employee actions, highlighting the importance of internal safeguards and employee training. The research further demonstrates that non-compliance extends beyond employer-led processing to include unauthorized disclosures, misuse of biometric data, and failures in data retention policies. Findings reveal that many breaches result from the inability of employers to justify legitimate interests, failure to consult employees before implementing monitoring systems, and inadequate security measures. The study underscores the necessity of a structured compliance framework in human resource management, advocating for transparent monitoring policies, strict access controls, and periodic security assessments. By integrating legal analysis with human resource management principles, this research contributes to the broader discourse on GDPR compliance in employment relations. It highlights the importance of interdisciplinary approaches in shaping data protection strategies and reinforces the need for organizations to adopt risk-based methodologies to mitigate regulatory exposure.