Evidence-based recommendations for employee performance monitoring

Tomczak, David L.; Lanzo, Lauren A.; Aguinis, Herman

doi:10.1016/j.bushor.2017.11.006

Cited by 71 publications

(64 citation statements)

References 26 publications

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“…These results are in line with the findings of studies that have been conducted previously (Carlson et al, ). Excessive job monitoring may tend to have problems in the way employees they do their job with some feeling they are being controlled in the way they operate (Tomczak et al, ). This may be deemed as a violation of the rights of employees (Suh et al, ).…”

Section: Discussionmentioning

confidence: 99%

“…EPM refers to a system that uses computers to automatically gather, store, examine and provide a statement of information on employee activities at work (Zweig & Webster, ). EPM allows the employer to observe what the workers do on a day‐to‐day basis in the organisation (Tomczak et al, ). Moussa () mentioned that technology‐based job monitoring is an organisational control that staff may perceive to be a job demand.…”

Section: Literature Reviewmentioning

confidence: 99%

“…The more an employee is being monitored, the more concern and job strain they will experience (Naidoo, ). For organisations to get the full benefits of EPM, they should take into consideration numerous factors (individual and organisational) to avoid the negative consequences that come with it (Tomczak et al, ). Depending on how the EPM system is used in an organisation, it can be linked to staff having feelings of unfairness, privacy being invaded, and a decrease in job satisfaction and is committed to the job (Bhave, ).…”

Section: Literature Reviewmentioning

confidence: 99%

“…In return, these behaviours can result in employees putting little or no effort into their work, and could lower productivity and eventually lower performance. Employers can avoid these damaging consequences by keeping employees informed about the use of the system (Tomczak et al, ).…”

Section: Literature Reviewmentioning

confidence: 99%

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Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Mahlasela

Chinyamurindi

2020

E J Info Sys Dev Countries

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The purpose of this article is to investigate the influence of technology-related factors on the turnover intentions of a sample of government employees in South Africa. Technology-related factors, as argued in the literature, consist of (a) technology-based job autonomy, (b) technology-based job overload and (c) technology-based job monitoring. The backdrop of this study is twofold. First, technology is argued as a central feature to work especially amongst employees in the digital age. Second, the rate at which employees leave their jobs appears to be on the increase, especially within the South African public service. These two factors provide the impetus to our focus on studying turnover intentions. Using a sample of 186 government employees in the Eastern Cape Province of South Africa, a selfadministered questionnaire was deployed. The findings revealed that when employees experience technology-based job autonomy this did not necessarily result in them having the intention to leave their work. Further, the findings also indicate and show support to the model being tested in that technology factors like: (a) technology-based job overload and (b) technology-based monitoring influence employee intentions to leave their work. Based on the findings of the research, recommendations and implications concerning theory and practice are made. K E Y W O R D S government, public service, South Africa, technology, turnover intentions, work

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Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Mahlasela

Chinyamurindi

2020

E J Info Sys Dev Countries

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“…Dentre as estratégias e medidas atentas a fatores humanos encontradas na literatura citam-se o ato, por parte das empresas, de educar, capacitar, informar e dialogar com seus funcionários a respeito do uso adequado das TICs, de proporcionar tempo/momentos e/ou TICs exclusivas para uso com fins pessoais em ambientes organizacionais isolados dos postos de trabalho, de criar ocupações engajadoras ou promover um ambiente de trabalho agradável e justo (MESSARRA; KARKOULIAN;MCCARTHY, 2011;OZLER;POLAT, 2012;HOLGUIN, 2016). Já em relação às estratégias e medidas coercitivas, elencam-se a proximidade dos supervisores, o monitoramento eletrônico e os mecanismos eletrônicos de bloqueio ao acesso de certos conteúdos considerados pela organização como inadequados MESA, 2010;GLASSMAN;PROSCH;SHAO, 2015;SALINAS;FARFÁN, 2017;TOMCZAK;LANZO;AGUINIS, 2017;ABBASI, 2018).…”

Section: Conforme Messarra Karkoulian E Mccarthyunclassified

Eu Navego, Tu Navegas E Nós Deveríamos Estar Trabalhando: Um Estudo Netnográfico Da Manifestação Do Cyberloafing Nas Interações Sociais Online

Cezar

Corso

2019

RESI

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Em um contexto organizacional cada vez mais digital e tecnológico, pode-se perceber de maneira recorrente o cyberloafing: o uso das TICs no âmbito laboral para fins pessoais, não pertinentes ao trabalho. Esse fenômeno pode ser exemplificado em diversas práticas, em especial, o acesso a redes sociais virtuais no ambiente de trabalho para fins não profissionais. O objetivo geral da presente pesquisa foi compreender o cyberloafing através do engajamento nas interações online entre usuários da rede social virtual Reddit. Para tal, realizou-se uma netnografia de abordagem qualitativa mediante imersão na comunidade Reddit r/brasil. Procedeu-se a uma análise documental, reunindo conteúdo produzido pelos membros da comunidade sem interferência das pesquisadoras, e a uma observação participante, realizando comentários ou postagens que incentivassem o(s) informante(s) a se manifestar sobre suas experiências de cyberloafing. Consideraram-se como manifestações os relatos específicos sobre o fenômeno ou acerca de qualquer outra questão relacionada. Verificou-se uma grande frequência de práticas de cyberloafing grave, além de manifestações acerca de antecedentes organizacionais e individuais. Apesar de se identificar consequentes positivos, os consequentes negativos sobressaíram. Quanto aos posicionamentos organizacionais em relação ao uso pessoal de TICs, identificaram-se o restritivo e o permissivo. Verificaram-se, em maior número, manifestações de estratégias ou medidas de controle coercitivas. Considera-se que a pesquisa traz consigo relevância visto que apresenta o cyberloafing de maneira ampla, manifestado espontaneamente por seus praticantes, em um ambiente virtual favorável para a ocorrência do fenômeno.

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The paths from insider to outsider: A review of employee exit transitions

Klotz

Swider

Shao

et al. 2020

Human Resource Management

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Employees' roles as organizational members often do not end immediately after they have made the decision to leave or it has been made for them. Instead, this decision serves as a turning point initiating an exit transition process. The purpose of this article is to consolidate prior scholarship in order to gain an understanding of the state of the science, as it pertains to exit transitions. Our literature review yielded almost 200 articles that have directly or indirectly studied the exit transition process. In organizing the insights from these studies, four categories of exit transition scholarship emerged—exit transitions in the context of voluntary turnover, involuntary turnover, temporary transitions, and top management exits. Moreover, our review indicated that exit transitions are shaped by three critical forces—the permanence of the transition, the magnitude of the identity change associated with the exit, and the organizational impact of the exit. We review research on each of the four categories and show how each type of transition is shaped by these forces. Finally, we turn our focus to the future of work and discuss how changes in the way that work is structured may alter the study of employee exit transitions in the future.

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Evidence-based recommendations for employee performance monitoring

Cited by 71 publications

References 26 publications

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Eu Navego, Tu Navegas E Nós Deveríamos Estar Trabalhando: Um Estudo Netnográfico Da Manifestação Do Cyberloafing Nas Interações Sociais Online

The paths from insider to outsider: A review of employee exit transitions

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