Reactance to Electronic Surveillance: a Test of Antecedents and Outcomes

Yost, Allison Brown; Behrend, Tara S.; Howardson, Garett N.; Darrow, Jessica Badger; Jensen, Jaclyn M.

doi:10.1007/s10869-018-9532-2

Cited by 52 publications

(51 citation statements)

References 58 publications

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“…Further research is needed to better understand the mechanisms by which surveillance EPM may lead to decreased performance. Psychological reactance (Brehm, 1966), the process that creates a tension when behavioral freedom is reduced or threatened with reduction and leads to actions meant to regain those freedoms, may cause individuals to withhold effort or engage in other CWBs as a means of regaining freedom when faced with the loss of freedom resulting from surveillance EPM (Yost, Behrend, Howardson, Darrow, & Jensen, 2019). Overall, evidence suggests that organizations should not let technological capability dictate what and how they monitor but, rather, provide a clear rationale and purpose for EPM.…”

Section: Purposementioning

confidence: 99%

“…Individual differences in personality moderate the effects of EPM on individual reactions. For example, individuals higher in reactance tend to perceive EPM as more of an invasion of privacy, with perceptions of privacy invasion mediating the relationship between trait reactance and anger and negative cognitions regarding EPM (Yost et al, 2019). Zweig and Webster (2003) found that respondents lower in extraversion and emotional stability were relatively less likely to have positive attitudes toward monitoring.…”

Section: Individual and Organizational Moderatorsmentioning

confidence: 99%

See 1 more Smart Citation

EPM 20/20: A Review, Framework, and Research Agenda for Electronic Performance Monitoring

Ravid

Tomczak

White

et al. 2019

Journal of Management

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125

232

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Electronic performance monitoring (EPM) refers to the use of technological means to observe, record, and analyze information that directly or indirectly relates to job performance. The last comprehensive review of the EPM literature was published in 2000. Since 2000, dramatic advances in information technologies have created an environment in which organizations are able to monitor employees to a greater extent and with greater intensity than was previously possible. Moreover, since that time, considerable research has been devoted to understanding the effects of EPM on individual performance and attitudes. Contradictory findings in the EPM literature exist, suggesting that EPM is a multidimensional phenomenon and one for which contextual and psychological variables are pertinent. Thus, we propose a theory-based typology of EPM characteristics and use this typology as a framework to review the EPM literature and identify an agenda for future research and practice.

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Section: Purposementioning

confidence: 99%

Section: Individual and Organizational Moderatorsmentioning

confidence: 99%

EPM 20/20: A Review, Framework, and Research Agenda for Electronic Performance Monitoring

Ravid

Tomczak

White

et al. 2019

Journal of Management

Self Cite

125

232

View full text Add to dashboard Cite

show abstract

“…However, much like the classic Hawthorne studies (Roethlisberger & Dickson, 1939), when employees know they are being continuously surveilled, the implementation of data‐gathering and automated technologies in the workplace may yield unintended negative effects on employees responses/behaviours (e.g. approaching customers more than is necessary), and reactions will likely vary depending on personal characteristics (Yost, Behrend, Howardson, Darrow, & Jensen, 2019) and demographic characteristics (e.g. age, gender, race/ethnicity, and socio‐economic status).…”

Section: A Framework For Big Data In the Personality Contextmentioning

confidence: 99%

Using Big Data and Machine Learning in Personality Measurement: Opportunities and Challenges

2020

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This conceptual paper examines the promises and critical challenges posed by contemporary personality measurement using big data. More specifically, the paper provides (i) an introduction to the type of technologies that give rise to big data, (ii) an overview of how big data is used in personality research and how it might be used in the future, (iii) a framework for approaching big data in personality science, (iv) an exploration of ideas that connect psychometric reliability and validity, as well as principles of fairness and privacy, to measures of personality that use big data, (v) a discussion emphasizing the importance of collaboration with other disciplines for personality psychologists seeking to adopt big data methods, and finally, (vi) a list of practical considerations for researchers seeking to move forward with big data personality measurement and research. It is expected that this paper will provide insights, guidance, and inspiration that helps personality researchers navigate the challenges and opportunities posed by using big data methods in personality measurement. © 2020 European Association of Personality Psychology

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“…From the affective perspective, previous studies have suggested that Internet monitoring can violate employees' information privacy (Alder et al, 2008;Firoz et al, 2006;Parenti, 2001; Tabak and Smith, 2005), which may further result in employees' anger (Yost et al, 2019). According to AET, organizational events (e.g., Internet monitoring) that engender employees' negative affective reactions such as anger can result in employees' dissatisfaction with the events.…”

Section: The Impact Of Internet Monitoring On Employees' Policy Satismentioning

confidence: 99%

“…given that Internet plays an important role in performing job tasks, even if the objective of Internet monitoring is to curb employees' inappropriate Internet usage (e.g., cyberloafing or IS security violations), employees may perceive that their work-related Internet usage is also monitored. As a result, employees may have serious information privacy concerns due to Internet monitoring and may become angry with the monitoring(Yost et al, 2019). Such anger may arise even when employees use the Internet for work-related purposes.…”

mentioning

confidence: 99%

Examining the side effects of organizational Internet monitoring on employees

Jiang

Tsohou

Siponen

et al. 2020

INTR

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PurposeInternet monitoring in organizations can be used to monitor risks associated with Internet usage and information systems in organizations, such as employees' cyberloafing behavior and information security incidents. Extant research has mainly discussed the effect of Internet monitoring in achieving the targeted goals (e.g. mitigating cyberloafing behavior and information security incidents), but little attention has been paid to the possible side effects of Internet monitoring. Drawing on affective events theory, the authors attempt to reveal that Internet monitoring may cause side effects on employees' Internet usage policy satisfaction, intrinsic work motivation and affective organizational commitment.Design/methodology/approachThe authors conducted a field experiment in a software development company. In total, 70 employees participated in the study. Mann–Whitney U test was employed to analyze the data.FindingsThe results suggest that Internet monitoring decreased employees' satisfaction with the Internet usage policy, intrinsic work motivation, as well as affective organizational commitment.Originality/valueThis study contributes to the literature by examining the side effects of Internet monitoring on employees. It also has implications for organizations to make appropriate decisions regarding whether to implement Internet monitoring.

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Reactance to Electronic Surveillance: a Test of Antecedents and Outcomes

Cited by 52 publications

References 58 publications

EPM 20/20: A Review, Framework, and Research Agenda for Electronic Performance Monitoring

EPM 20/20: A Review, Framework, and Research Agenda for Electronic Performance Monitoring

Using Big Data and Machine Learning in Personality Measurement: Opportunities and Challenges

Examining the side effects of organizational Internet monitoring on employees

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