Individual differences such as personality and demographic factors have effects on how people react to Electronic Performance Monitoring (EPM), yet the literature on this aspect of electronic monitoring has been scattered. The present paper summarizes this body of empirical research and presents a framework for organizing current research findings based on two dimensions: the probability of successful work under the monitoring and the probability of accepting that the monitoring is of value. The framework also allows researchers to make predictions regarding additional individual difference variables. Managers may use this information to select employees who are likely to respond well to monitoring conditions and to structure monitoring procedures so that they are likely to be accepted by their employees with particular individual difference characteristics.
|頁（從 - 到）||488-505|
|期刊||Information Communication and Society|
|出版狀態||Published - 2007 8月 1|
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