Evidence-based recommendations for employee performance monitoring
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Because data collected through monitoring devices is often used to assess performance, workers sometimes tend to work for data, focusing more on monitored tasks and eluding unmonitored ones, which can hamper task variety.
“Because data collected through monitoring devices is often used to assess their performance, workers sometimes tend to”
From Algorithms as work designers: How algorithmic management influences the design of jobs (2022) · cites this paper as Tomczak et al., 2018
Cites
Stanton, J. M., & Barnes-Farrell, J. L. (1996) · Journal of Applied Psychology · doi:10.1037/0021-9010.81.6.738 · Cited by 148 · see citing works
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Automation, Algorithms, and Beyond: Why Work Design Matters More Than Ever in a Digital World
Parker, S. K., & Grote, G. (2022) · Applied Psychology · doi:10.1111/apps.12241 · Cited by 960 · see citing works
Algorithms as work designers: How algorithmic management influences the design of jobs
Parent-Rocheleau, X., & Parker, S. K. (2022) · Human Resource Management Review · doi:10.1016/j.hrmr.2021.100838 · Cited by 512 · see citing works
Siegel, R., König, C. J., & Lazar, V. (2022) · Computers in Human Behavior Reports · doi:10.1016/j.chbr.2022.100227 · Cited by 121 · see citing works
Nian, P., Liu, M., Pei, J., & Liu, S. (2026) · Journal of Business Research · doi:10.1016/j.jbusres.2026.116176
- Authors
- Tomczak, D. L., Lanzo, L. A., & Aguinis, H.
- Affiliations
- George Washington University (US)
- Corresponding author
- Aguinis, Herman
- Venue
- Business Horizons
- Publisher
- Elsevier BV
- Published
- 2018-03
- Volume
- 61
- Issue
- 2
- Pages
- 251-259
- ISSN
- 0007-6813 (ISSN-L)
- OpenAlex
- W2772226518
- Cited by
- 105
- References
- 1
- Citations by year
- 2026: 7 · 2025: 16 · 2024: 14 · 2023: 17 · 2022: 16 · 2021: 11 · 2020: 12 · 2019: 9 · 2018: 3
- FWCI
- 17.06
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Business Horizons (publishedVersion)
- RePEc: Research Papers in Economics (submittedVersion)
- Topics
- Social Sciences › Demography › Cyberloafing and Workplace Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Keywords
- electronic performance monitoring, employee monitoring, perceived privacy, employee attitudes, transparency, job satisfaction, organizational commitment, perceived fairness, workplace surveillance, learning and development, deterrence, employee behavior, staff safety, wellness programs
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
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