The effects of employer SNS monitoring on employee perceived privacy violation, procedural justice, and leave intention

PurposeThis study proposes a model to understand how and when employees’ perceived privacy violations and procedural injustice interact to predict intent to leave in the context of the use of social networking sites (SNS) monitoring.Design/methodology/approachThis study was conducted in a field setting of Facebook to frame the hypotheses in a structural equation model with PLS-SEM. Variables were measured empirically by administering questionnaires to full-time employed Facebook users who had experienced SNS monitoring.FindingsThe results showed that when an employee believed that he/she had more ability to control his/her SNS information, he/she were less likely to perceive that his/her privacy had been invaded; and when an employee believed that the transparency of the SNS data collection process was higher, he or she was more likely to perceive procedural justice in SNS monitoring.Research limitations/implicationsThis research draw attention to (a) the importance of intent to leave in the absence of perceived procedural justice under SNS monitoring, and (b) the partial mediation of the perception of justice or injustice by perceived privacy violations.Practical implicationsFor employers, we recommend that employers how to conduct SNS monitoring and data collection with limited risk of employee loss.Social ImplicationsFor employees, we suggest that SNS users learn how to control their SNS information and make sure to check their privacy settings on the SNS that they use frequently.Originality/valueThis study provided an initial examination and bridged the gap between employer use of SNS monitoring and employee reactions by opening a mediating and moderating black box that has rarely been assessed.