新常態下電子績效監督與工作滿意度的關係之實證研究

Abstract

In the aftermath of the nearly three-year onslaught of the COVID-19 pandemic, the global landscape has undergone a profound transformation. With the administration of vaccines and the establishment of collective immunity, social distancing measures and pandemic policies are gradually being relaxed, ushering the world into a new normal characterized by digital living and hybrid work models. Faced with the uncertainties of the era and the intensifying competition, electronic performance monitoring has become an indispensable tool for businesses to navigate these challenges.

The early stages of electronic performance monitoring research markedly differ from the current post-pandemic environment of digital life and work. Recognizing that digital transformation has become a mainstream imperative for organizational sustainability, this study deems it necessary to conduct empirical investigations. It focuses on employees' primary individual perceptions, proposing a research model with the perceived purposes of electronic performance monitoring, organizational fairness perception, supervisor support perception, and job satisfaction at its core. The study aims to delve into the perceived effects and information roles of electronic monitoring within the context of a hybrid work environment. Drawing upon empirical evidence gathered from a surveyed publicly listed construction group company, the results illuminate that employees' perceived purposes of electronic performance monitoring exert a significantly positive impact on job satisfaction. This encompasses their perceptions of whether electronic monitoring serves either administrational or developmental purposes.

Organizational fairness perception is identified as playing a complete or partial mediating role in the relationship between perceived monitoring purposes and job satisfaction. Notably, regardless of different perceived purposes of electronic monitoring, the impact of distribution justice is more pronounced than procedural or interactional justice. Perceived supervisor support is identified as having a positive moderating effect on the relationship between perceived monitoring purposes and job satisfaction, particularly when the perceived usage tendency is for administrational purposes—its impact is significantly greater than when the perceived usage tendency is for developmental purposes.

In conclusion, this study emphasizes that, in adapting to the accelerated digitization of work and life in the new normal, organizations should prioritize understanding the psychological impact of electronic performance monitoring on employees. It underscores the importance of aligning organizational expectations with employees' perceived purposes, carefully balancing perceived monitoring goals and job satisfaction, and avoiding the negative consequences of job dissatisfaction. Organizational fairness remains the most influential factor shaping employees' perceptions of electronic performance monitoring, especially in the realm of distribution justice linked to administration rewards. Within the electronic performance monitoring work environment, perceived supervisor support plays a positive moderating role in job satisfaction, highlighting the managerial value of leadership's participative supervision and affirming the potential of human-machine collaboration in the new normal. This strategic approach provides a robust foundation for the potential integration of AI-driven electronic performance monitoring in the future, offering adaptive and suitable strategic thinking.

Date of Award	18 Dec 2023
Original language	Chinese (Traditional)
Awarding Institution	City University of Hong Kong
Supervisor	Yulin FANG (Supervisor) & Hong LING (External Supervisor)