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Effect of Electronic Performance Monitoring on Employees' Job Performance: A Social Information Processing

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Electronic performance monitoring, both developmental and preventive, boosts employee job performance. This positive impact is partly mediated by enhanced self-efficacy, offering insights for effective workplace strategies.

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Area of Science:

  • Organizational Behavior
  • Human Resource Management
  • Digital Workplace Studies

Background:

  • Enterprises increasingly use electronic performance monitoring (EPM) for high-quality development.
  • Inconsistent findings exist on EPM's impact on employee job performance.
  • Social information processing theory provides a framework to understand EPM's effects.

Purpose of the Study:

  • To clarify the relationship between EPM and employee job performance.
  • To examine the differential effects of developmental and preventive EPM.
  • To investigate the mediating role of self-efficacy in the EPM-job performance link.

Main Methods:

  • Data collected at two time points from 223 employees in China.
  • Mediation models were tested using statistical analysis.
  • Grounded in social information processing theory.

Main Results:

  • Both developmental and preventive EPM positively influence employee job performance.
  • Self-efficacy partially mediates the relationship between EPM and job performance.
  • The study confirms a positive overall impact of EPM on performance.

Conclusions:

  • EPM can effectively enhance employee job performance.
  • Fostering employee self-efficacy is key to maximizing EPM benefits.
  • Provides practical strategies for implementing EPM to improve performance and self-efficacy.