With the Internet permeating every aspect of daily life, organizations of all types are increasingly concerned about the degree to which their employees are cyberloafing by shirking their work responsibilities to surf the Internet, check e-mail, or send text messages. Although technological interventions against cyberloafing have been shown to be effective, they might be perceived by employees as an invasion to their privacy, and are expected to have repercussions on employee behavior and loyalty. The main objectives of this study are to (1) examine how the introduction of such technological interventions might affect employees’ emotions and fairness perceptions, and (2) understand the effect of the interventions on behavioral outcomes, i.e., employees’ intentions to cyberloaf and their loyalty to the company. We developed a justice-based framework that we empirically test using a field experiment composed of field surveys complemented with hypothetical scenarios describing new organizational initiatives to curb employees’ cyberloafing. Our findings suggest that technological interventions, although associated with perceptions of unfairness, are effective at controlling cyberloafing, albeit at the expense of employee loyalty. On the other hand, contrary to prior findings, we find that fairness perceptions of technological interventions, although reinforcing employee loyalty, are ineffective at curbing cyberloafing. These findings are especially enlightening in that they contradict a common belief that perceived fairness encourages employees, as a sign of their appreciation for this fairness, to curb their misuse of IT. The findings also help managers fine-tune their cyberloafing policies to achieve a long-lasting remedy to their employees’ cyberloafing while maintaining a necessary level of employee loyalty.

中文翻译：

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工作场所的网络游荡：缓解策略及其对个人行为的影响

随着Internet渗透到日常生活的方方面面，各种类型的组织越来越担心通过逃避工作职责来上网，检查电子邮件或发送文本消息，从而使员工的网络游荡程度越来越高。尽管已经证明了针对网络游荡的技术干预是有效的，但员工可能会将其视为对其隐私的入侵，并有望对员工的行为和忠诚度产生影响。这项研究的主要目的是（1）研究这种技术干预措施的引入如何影响员工的情感和公平观念，以及（2）了解干预措施对行为结果的影响，即员工对网络面包的意图和他们对公司的忠诚度。我们开发了一个基于司法的框架，我们使用由实地调查组成的实地实验进行实证测试，实地调查辅以假设情景，描述了新的组织举措以遏制员工的网络游荡。我们的发现表明，技术干预措施虽然与不公平感相关联，但在控制网络游荡方面是有效的，尽管以牺牲员工忠诚度为代价。另一方面，与先前的发现相反，我们发现对技术干预的公平看法虽然增强了员工的忠诚度，但在遏制网络走私方面是无效的。这些发现特别具有启发性，因为它们与一个普遍的看法相矛盾，即人们认为公平会鼓励员工遏制对IT的滥用，以此表示对这种公平的赞赏。