Electronic Performance Monitoring and Motivation: A Behavioral Modification Perspective

The increasing use of electronic monitoring has resulted in considerable debate among the public, labor groups, business groups, and increasingly among academicians. However, electronic monitoring research to date has been lacking and contradictory. This paper applies organizational behavior modification theories to argue that, when properly implemented, electronic monitoring can be an effective motivational tool. Organizational decisions regarding purpose and disclosure of monitoring, feedback source and monitoring related standards are theorized to affect the relationship between monitoring and employee motivation

The Ethics of Bluffing: The Effects of Individual Differences On Perceived Ethicality and Bluffing Behavior

Although researchers have debated the ethicality of bluffing in business, little research has examined individuals’ attitudes and beliefs towards bluffing and how characteristics of the individual influence such perceptions and subsequent behavior. We consider this issue by examining how individuals’ ethical orientation influences their perceptions of the ethicality of bluffing select organizational stakeholders, their willingness to bluff, and their actual bluffing behavior. Results indicate that ethical orientation exerts direct effects on the perceived ethicality of bluffing and indirect effects on individuals’ reported willingness to engage in this misleading form of communication as well as their actual bluffing behavior. Implications for their practice and research are discussed

We Get By With a Little Help from Our Friends: Exploring the Effects of Perceived Coworker Support on Employee Burnout and Job Attitudes

Perceived Organizational Support is but one source of employee support; perceived coworker support is importantas well. This study examined the effects of perceived coworker support on employees’ job satisfaction, burnout,deviance, and turnover. Results indicate that perceived coworker support and perceived organizational supportaffect job satisfaction burnout and deviant behavior both directly and indirectly by moderating the effects of workpressure on these outcomes. Additionally, perceived coworker supporter exerted a stronger influence on thesevariables than did perceived organizational support. Implications for both research and practice are discussed

Rights and Duties of Employers and Applicants

The task of hiring new employees presents multiple challenges. Underlying many of these challenges is the need to balance applicant's' legal and ethical rights and duties with those of the organization. An array of federal laws faces the U.S. employer, prohibiting discrimination on a variety of bases. Additionally, ethical issues, which extend beyond legal requirements, must be considered in the hiring process. Privacy, personal dignity, and integriy are critical concerns which hiring companies and applicants must balance. This article discusses the rights and duties of employers and applicants, and demonstrates how these rights and duties can lead to better hiring decisions

An Examination Of The Effect Of Computerized Performance Monitoring Feedback On Monitoring Fairness, Performance, And Satisfaction

Research has examined how the design and implementation of computerized performance monitoring (CPM) systems affects individuals\u27 performance and attitudes. In this study, we examine how the attributes of the feedback received in a CPM context affects individuals\u27 reactions to monitoring. One hundred and sixty-five individuals participated in an experiment that examined the effect of three feedback attributes (feedback control, feedback constructiveness, and feedback medium) on monitoring fairness judgments, performance, and satisfaction. Results demonstrate feedback constructiveness significantly predicted monitoring fairness. Additionally, supervisor-mediated feedback was associated with higher levels of monitoring fairness than was computer-mediated feedback. Moreover, monitoring fairness mediated the relationship between these feedback attributes and performance and satisfaction. However, contrary to expectations, feedback control did not affect perceptions of monitoring fairness. Implications for future research on the design of CPM systems are discussed. © 2005 Elsevier Inc. All rights reserved

The Impact Of Individual Ethics On Reactions To Potentially Invasive Hr Practices

In recent years, the practices of work organizations have raised increasing concerns regarding individual privacy at work. It is clear that people expect and value privacy in their personal lives. However, the extent to which privacy perceptions influence individuals\u27 work attitudes is less clear. Research has explored the extent to which employee perceptions of privacy derive from characteristics of the programs themselves. However, there is a paucity of research that examines how the characteristics of the individual employee may influence perceptions of these programs. In this study we seek to shed light on this issue, as we examine how the individual ethical orientation of employees influences perceptions of a variety of human resource programs that have the potential to be perceived as invasive. Results indicate that ethical orientation exerts direct effects on perceived invasiveness of programs and exerts both direct and indirect effects on perceived appropriateness of programs. Implications for research and for managers adopting privacy-related programs are discussed. © 2007 Springer Science+Business Media B.V