数字化赋能背景下电子绩效监控的影响机制研究：管理者-员工双向视角

信息技术的巨大进步创造了一种让组织能够比以前更大程度和更大强度去监督员工的环境。电子绩效监控（EPM）作为应运而生的技术手段，对直接或间接与工作绩效有关的信息进行观察、记录和分析。EPM已成为许多组织的标准实践，理论上对EPM的研究结果还存在分歧。理论和实践都要求检验EPM是否像一只“看不见的眼睛”一样协调组织内部的利益并提高员工绩效。本项目拟从案例研究入手，识别组织、部门、员工三层面相关因素对管理者、员工感知的影响，以及在EPM实施中所产生的积极与消极反应；从管理者视角，探讨EPM特征对管理者表现不同的领导行为（积极例外管理/消极例外管理）影响，自我效能感/相对剥夺感的中介作用，以及组织公平文化的调节作用；从员工视角，探讨EPM对员工的动机影响（工作投入/工作倦怠），同时分析例外管理的调节作用，以及员工对组织的反作用（任务绩效和关系绩效），为提高数字化赋能的有效性提供管理经验。

Dramatic advances in information technologies have created an environment in which organizations are able to monitor employees to a greater extent and with greater intensity than was previously possible. Electronic performance monitoring (EPM) came into being, which observes, records and analyzes information directly or indirectly related to job performance by using technical means. EPM has become a standard practice in many organizations, and there are still differences in the theoretical research results of EPM. Both theory and practice require testing whether EPM acts as an "invisible eye" to coordinate interests within the organization and improve employees’ performance. Starting from the case study, this project intends to identify the influence of related factors at the three levels of organization, department and employee on the perception of managers and employees, as well as the positive and negative reactions generated in the implementation of EPM. From the perspective of managers, this research explores the influence of EPM characteristics on managers' different leadership behaviors (positive exception management/negative exception management), the mediating role of self-efficacy/relative deprivation, and the moderating role of organizational equity culture. From the perspective of employees, this research studies the impact of EPM on employees' motivation (job engagement/job burnout), the moderating role of exception management on employees’ psychological and behavior reaction, the adverse effects of employees' task performance and contextual performance on organizations, in order to improve the effectiveness of the digital empowerment for providing management experience.