Traditional and electronic monitoring from an organizational justice perspective

Performance monitoring was reviewed from an organizational justice perspect ive. Several predictors of perceived fairness were derived from this review and tested using employed respondents from eight different organizational settings (N = 301). Analyses confirmed that the predictors accounted for si gnificant variance in perceived fairness in both electronically monitored a nd traditionally monitored work environments. These predictors were labeled monitoring consistency, knowledge of performance from monitoring, monitori ng control, and justifications for monitoring.