Advances in digitalization have led employers to increasingly adopt electronic performance monitoring technologies that allow supervisors to observe, analyze and evaluate not only employees' work activities, but also their cognitive and behavioral data. This has significant implications for employees' perceptions of privacy, and, in turn, for their basic needs, intrinsic motivation, and turnover intentions. However, the extent of perceiving privacy invasion may also depend on the relationship with those individuals for whom information is shared. This relationship should play a pivotal role in defining and negotiating boundaries and establishing comfort levels in information sharing. Building on communication privacy management theory and self-determination theory, we examined in three studies (two experiments and one field study) how the relationship with the supervisor (LMX) shapes the associations between (a) supervisor's use of EPM, its perceived invasiveness, and privacy invasion (Study 1, 2, 3), and (b) privacy invasion and needs, intrinsic motivation, and turnover intentions (Study 3). Specifically, we theorized that a high LMX that builds on trust should mitigate privacy invasion from invasive electronic performance monitoring. In addition, we hypothesized that high LMX can help employees cope with privacy invasion and consequently reduce need thwarting, decreased intrinsic motivation, and turnover intention. While we found some support for the role of LMX in the emergence of privacy invasion from invasive EPM, our data did not reveal that a high LMX reduces need thwarting and related outcomes due to perceived privacy invasion. This research provides timely insights with a multimethod approach into if and how the social context shapes unintended consequences from using electronic monitoring.

中文翻译：

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电子绩效监控的威胁：探讨领导-成员交换对员工隐私侵犯的作用


数字化的进步使得雇主越来越多地采用电子绩效监控技术，使主管不仅可以观察、分析和评估员工的工作活动，还可以观察、分析和评估他们的认知和行为数据。这对员工对隐私的看法具有重大影响，进而影响他们的基本需求、内在动机和离职意向。然而，感知隐私侵犯的程度也可能取决于与共享信息的个人的关系。这种关系应该在定义和谈判边界以及建立信息共享的舒适度方面发挥关键作用。基于通信隐私管理理论和自我决定理论，我们在三项研究（两项实验和一项实地研究）中研究了与主管的关系 (LMX) 如何塑造以下之间的关联：(a) 主管对 EPM 的使用、其感知的侵入性、和隐私侵犯（研究1、2、3），以及（b）隐私侵犯和需求、内在动机和离职意图（研究3）。具体来说，我们的理论是，建立在信任基础上的高 LMX 应该可以减轻侵入性电子性能监控带来的隐私侵犯。此外，我们假设高 LMX 可以帮助员工应对隐私侵犯，从而减少需求阻碍、内在动机和离职倾向的降低。虽然我们发现一些支持 LMX 在侵入性 EPM 造成的隐私侵犯中所发挥的作用，但我们的数据并未表明高 LMX 会减少由于感知到的隐私侵犯而导致的需求阻碍和相关结果。 这项研究通过多种方法提供了及时的见解，了解社会环境是否以及如何影响使用电子监控带来的意外后果。