UNDERSTANDING THE CHARACTERISTICS OF AN ELECTRONIC PERFORMANCE MONITORING ACCEPTED BY EMPLOYEES, CONSIDERING ORGANIZATIONAL JUSTICE THEORIES

Abstract

Electronic performance monitoring is widely used
in organizations in order to improve individual and
indirectly organizational performances. However,
impact on employee attitudes is ambivalent and
some counterproductive behaviors can be observed
and measured in litterature. Organizational justice
theories provide here a framework for studying conditions under which electronic performance monitoring can be accepted by employees ; we focus here
on the role played by employees justice perceptions
when they consider the electronic performance
monitoring (EPm) system. Based upon 35 french
teleoperators interviews, this article highlights some
important characteristics of electronic performance
monitoring improving acceptability by respondants.
results illustrate the importance of the role of the
manager when EPm is implemented. so, under
some conditions, EPm can be perceived positively
by employees and be considered as a way of
improving and stimulating their performance.