Supplemental Material for Socioeconomic and job status differences in the experience of perceived unacceptable electronic performance monitoring.

Electronic performance monitoring (EPM) technologies are widely used by organizations, but research has shown that workers feel EPM is unacceptable when it violates their needs for autonomy and transparency. These negative consequences of have the potential to contribute broader issues workplace inequality, such more vulnerable disproportionately affected. Reasoning about how worker status may affect perceived transparency with regard led prediction lower socioeconomic [SES] (education income) job (job zone, security, tenure) experience they perceive be (perceived [EPM-U]). Additionally, we explored whether endorse justifications based on consent, transparency, differentially SES status. Results from a sample 267 diverse showed tenure predicted EPM-U, other indicators did not. Supplementary analyses examining different operationalizations acceptability as outcomes also supported effect tenure. On average, participants endorsed consent at high rate not justification, differences these rates. in general only sometimes acceptable, depending organization justifies it. We discuss theoretical implications technology workplace, practical regarding should implemented ways benefit all workers, suggestions future research.