01712 2200229 4500 408134 408134 20231124d kkky0pory50 ba eng US Can electronic performance monitoring be fair? exploring relationships among monitoring characteristics, perceived fairness, and job performance Robert H. Moorman, Deborah L. Wells With 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. 2003 p. 2-16 Journal of Leadership and Organizational Studies V.10, nº 2 Omaha VIGILÂNCIA ELETRÓNICA MONITORIZAÇÃO ELETRÓNICA 343.26 Moorman Robert H. Wells Deborah L. PT RPC VE81 0 VE_81_000000000000000 2023-11-24 9215 479622 DGRSP DGRSP DGRSP9215 VE81 2023-11-24 0 AP