01571     2200193   4500001000700000100004100007101000800048102000700056200018700063330089300250461008901143606003001232606003501262675001101297700002501308701002301333801001201356852000901368408134  a20231124d        kkky0pory50      ba  aeng  aUS  aCan electronic performance monitoring be fair?eexploring relationships among monitoring characteristics, perceived fairness, and job performancefRobert H. Moorman, Deborah L. Wells  aWith the increased use of technology in all areas of human resource management, many organizations are using electronic and
computerized means for monitoring and assessing employee performance. We tested three path models that explored whether the perception of certain characteristics of an electronic performance monitoring (EPM) system might relate to 1) the perceived fairness of that system and 2) employee performance. Results suggest that perceptions of three of the characteristics –
opportunity to challenge, feedback tone, and amount of monitoring were related to the perceived fairness of the performance monitoring system. In turn, perceived fairness of the system fully mediated the relationship between the monitoring system characteristics and dimensions of contextual performance. However, the bestfitting path model did not support any linkages to
task performance.  d2003pp. 2-16tJournal of Leadership and Organizational  StudiesvV.10, nº 2cOmaha  aVIGILÂNCIA ELETRÓNICA  aMONITORIZAÇÃO ELETRÓNICA  a343.26  a MoormanbRobert H.   aWellsbDeborah L.   aPTgRPC  jVE81