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• W2100432014 abstract "The primary goal of this study was to develop and test a social exchange model of employee reactions to electronic performance monitoring (EPM) to help managers use EPM more effectively. This study proposed that certain EPM practices are related to perceptions of interpersonal and informational justice, which in turn build trust in the manager, along with other important attitudes and outcomes. In a sample of 257 call center representatives, the purpose for using EPM, development versus control, was associated with interpersonal justice perceptions, but EPM-based feedback characteristics, whether the feedback was timely, specific, and constructive, were not. Furthermore, the presence of an explanation for EPM was positively related to perceptions of informational justice. Moreover, interpersonal and informational justice perceptions were positively related to trust in the manager, which in turn was positively related to job performance and job satisfaction." @default.
• W2100432014 created "2016-06-24" @default.
• W2100432014 creator A5018858088 @default.
• W2100432014 creator A5072632647 @default.
• W2100432014 date "2009-06-29" @default.
• W2100432014 modified "2023-10-18" @default.
• W2100432014 title "A Social Exchange Model of Employee Reactions to Electronic Performance Monitoring" @default.
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• W2100432014 doi "https://doi.org/10.1080/08959280902970385" @default.
• W2100432014 hasPublicationYear "2009" @default.
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