Voluntary or compulsory? Electronic performance monitoring and organizational citizenship behavior

Purpose This paper aims to examine the double-edged sword effect of electronic performance monitoring (EPM). Drawing on the cognitive appraisal theory of stress, we investigate the mediating roles of assertive impression management motivation (AIMM) and defensive impression management motivation (DIMM) in the relationship between EPM and differentiated organizational citizenship behavior. Additionally, we explore the moderating role of dispositional regulatory focus. Design/methodology/approach Using hierarchical multiple regression and the PROCESS macro for SPSS, we analyzed two-wave survey data from 248 full-time employees in southern China. Findings Results indicated that EPM triggered organizational citizenship behavior (OCB) through increased AIMM, while it induced compulsory citizenship behavior (CCB) through enhanced DIMM. Additionally, promotion focus (PMF) strengthened the effect of EPM on AIMM as well as the mediating effect of AIMM. However, prevention focus (PVF) did not display a significant moderating effect. Practical implications Organizational managers should be aware of both the benefits and costs of EPM and seek to cultivate a promotion focus among employees. Originality/value Existing findings on the effects of EPM on employee behaviors are mixed. This research advances the literature by illustrating the dual mediating pathways (e.g. AIMM and DIMM) by which EPM influences OCB and CCB, and by identifying the moderating effect of PMF, thereby enhancing our understanding of the double-edged sword effect of EPM.