臉書（Facebook）已成為職場中一種電子監控的主要媒介工具，主管透過監看員工揭露於臉書的訊息，預防及管控員工做出不利組織的行為，並作為人事決策的參考依據。過去研究者對於電子監控的看法歧異，部分研究者認為電子監控乃是必要的管理措施，能夠減低員工不符組織預期的行為，降低風險；另一些研究者則指出，員工知覺受到電子監控，會引發個人知覺隱私侵犯，不僅造成職場衝突關係，也會提高員工的離職傾向。本研究以傳播隱私管理論（Communication Privacy Management Theory）及隱私與程序公平模型（Privacy-procedural justice）來探究員工被雇主監看臉書的知覺反應。本研究根據587份線上回收問卷發現，有高達53%的受查者曾被前任或現任主管監看過臉書。這308位有正職工作的臉書用戶認為，即便在感受到主管支持的心理知覺下，主管監看他們的臉書仍屬隱私侵犯的行為，且不符職場程序公平，繼而產生離職的念頭。本研究將根據分析結果提供雇主、主管與員工面對社群媒體應用的實務建議，並提出未來相關學術研究的方向。

Facebook becomes an electronic monitoring tool in workplace. Supervisors monitor messages revealed by employees on Facebook to predict and reduce employees’ inappropriate behaviors that may potentially harm the organization, and to make personnel decisions based on these online information gathered.
There are many diverse opinions surrounding electronic monitoring and employee privacy on social media. There are those who maintain that employers are justified in conducting social media monitoring in an effort to protect their business assets. On the other side, some would argue that this practice might violate employees’ private sphere and therefore cause workplace tension and employees’ intention to leave.
This study explored employees’ reactions towards Facebook monitoring based on the fundamentals of communication privacy management theory and the privacy-procedural justice framework. 578 respondents were collected, and 53 percent of participants experienced Facebook monitoring by their ex- or current supervisors. We analyzed the 308 valid data (53%) and found that, even in the context of supervisor providing considerable support in workplace, those employed users still perceived that Facebook monitoring invaded their privacy, and violated procedural justice in mind, while both perceptions triggered their intention to exit from the employers. This study provides some practical suggestions for employers and employees regarding social media monitoring, while making the case for academics to pursue research in this nascent area.

一、中文部分
王紹蓉、梁定澎、賴誼禎（2016）。揭露與隱藏之拉鋸：人氣需求與隱私顧慮對臉書隱私管理行為之影響。資訊管理學報，23（4），445-472。
李俊賢、許惠媚、黃芳銘（2013）。知覺屈就（高才低就、才非所用）與轉職行為之研究。人力資源管理學報，13（2），45-72。
錢國倫、陳怡靜、陳建丞（2013）。工作與組織特性與求職者人格特質之交互作用對組織人才吸引力的影響。人力資源管理學報，13（2），1-32。
羅新興、羅景文、王燕蓁（2015）。職場員工是否為主管FB 好友對知覺主管支持與公民行為的影響－探討員工性別之調節效果。健行學報，35（1），31-43。
羅新興、周慧珍（2006）。組織成員知覺主管支持對其離職傾向之影響：工作負荷與成就動機之干擾作用。人力資源管理學報，6（4），67-80。

二、外文部分
Alder, G. S., Terry, W. N., Schminke M., & Kuenzi M. (2008). Employee reactions to internet monitoring: The moderating role of ethical orientation. Journal of Business Ethics, 80, 481-498.
Allen, M. W., Walker, K. L., Coopman, S. J., & Hart, J. L. (2007). Workplace surveillance and managing privacy boundary. Management Communication Quarterly, 21(2), 172-200.
Alge, B. J. (2001). Effects of computer surveillance on perceptions of privacy and procedural justice. Journal of Applied Psychology, 86, 797-804.
Ambrose, M. L., & Alder, G. S. (2000). Designing, implementing, and utilizing computerized performance monitoring: Enhancing organizational justice. Research in Personnel and Human Resource Management, 18, 187-219.
Barry, A. F., & Lisa, J. R. (2007). Workplace privacy: Employee relations and legal implications of monitoring employee e-mail use. Employee Responsibilities and Rights Journal, 19(2), 75-83.
Black, S. L., Stone, D. L., & Johnson, A. F. (2015). Use of social networking websites on applicants’ privacy. Employee Responsibilities and Rights Journal, 27(2), 115-159.
Boeman, D. P., & Perrewe, P. L. (2001). The effect of item content overlap on organizational commitment questionnaire-turnover cognitions relationships. Journal of Applied Psychology, 86(1), 161-173
Chesley, N. (2005). Blurring boundaries? Linking technology use, spillover, individual distress, and family satisfaction. Journal of Marriage and Family, 67, 1237‐1248.
Chiang, J. K., & Suen, H. Y. (2015). Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn. Computers in Human Behavior, 48, 516-524.
Chang S. E., Liu, A. Y., & Lin, S. (2015). Exploring privacy and trust for employee monitoring. Industrial Management & Data Systems, 115(1), 88-106.
Christofides, E., Muise, A., & Desmarais, S. (2009). Information disclosure and control on Facebook: Are they two sides of the same coin or two different processes?. CyberPsychology & Behavior, 12(3), 341-345.
Clark, L. A., & Roberts, S. J. (2010). Employer’s use of social networking sites: A socially irresponsible practice. Journal of Business Ethics, 95(4), 507-525.
Cohen (2001). Worker watchers. Fortune, 143(13), 70-75.
Colquitt, J. A. (2001). On the dimensionality of organization justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400
Corbin, D. E. (2000) Keeping a virtual eye on employees. Occupational Health & Safety, 69, 24-28.
De Cremer, D., & Tyler, T. R. (2007). The effects of trust in authority and procedural fairness on cooperation. Journal of Applied Psychology, 92, 639-649.
Dijkstra, T. K., & Henseler, J. (2015). Consistent partial least squares path modeling. Management Information Systems Quarterly, 39(2), 297-316.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceive organizational support. Journal of Applied Psychology, 71(3), 500-507.
Ellis, V., & Richards, J. (2009). Creativity connecting and correcting: Motivations and meanings of work‐blogging among public service workers. In S. Bolton and M. Houlihan (Eds.), Work matters: Reflections on contemporary work (pp. 250-268). Basingstoke: Palgrave Macmillan.
Elzweig, B., & Peeples, D. K. (2009). Using social networking web sites in hiring and retention decisions. SAM Advanced Management Journal, 74(4), 27-35.
Felstead, A., Jewson, N., & Walters, S. (2005). Changing places of work. Basingstoke: Palgrave Macmillan.
Firoz, N. M., Taghi, R., & Souckova, J. (2006). E-mails in the workplace: The electronic equivalent of DNA evidence. Journal of American Academy of Business, 8, 71-78.
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. Thousand Oaks, CA: Sage.
Fornell, C. R., & Larcker, F. F. (1981). Structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18, 39-51.
Fulco, M. (2017). Facebook still dominates Taiwan’s social media. Online since 12 April 2017. Retrieved from https://topics.amcham.com.tw/2017/04/facebook-still-dominates-taiwans-social-media/
George, J., & Wallio, S. (2017). Organizational justice and millennial turnover in public accounting. Employee Relations, 39(1), 112-126.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (2010). Multivariate data analysis (7th ed.). Englewood Cliffs, NJ: Prentice Hall.
Henseler, J., Dijkstra, T. K., Sarstedt, M., Ringle, C. M., Diamantopoulos, A., Straub, D. W., Ketchen, D. J., Hair, J. F., Hult, G. T. M., & Calantone, R. J. (2014). Common beliefs and reality about Partial Least Squares: Comments on Rönkkö & Evermann (2013). Organizational Research Methods, 17(2), 182-209.
Hew, T. S., & Kadir, S. L. S. A. (2016). Predicting instructional effectiveness of cloud-based virtual learning environment. Industrial Management & Data Systems, 116(8), 1557-1584.
Hurrell, S. A., Scholarios, D., & Richards, J. (2017). The kids are alert: Generation Y responses to employer use and monitoring of social networking sites. New Technology, Work and Employment, 32(1), 64-83.
Holland, P., Copper, B., & Hecker, R. (2012). The electronic workplace survey: Analysis of the first national survey on employee attitudes to electronic monitoring and surveillance in the Australian workplace. Melbourne: Monash University, 2012.
Kimberly, W. (2015). Facebook fired: Legal perspectives and young adults' opinions on the use of social media in hiring and firing decisions. Computers in Human Behavior, 46, 123-128.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48, 1075-1079.
Lee, S., & Kleiner, B. H. (2003). Electronic surveillance in the workplace. Management Research News, 26(2), 72-81.
Leong, L. Y., Jaafar, N. I., & Ainin, S. (2018). The effects of Facebook browsing and usage intensity on impulse purchase in f-commerce. Computers in Human Behavior, 78, 160-173.
Leventhal, G. S., Karuza, J., & Fry, W. R. (1980). Beyond fairness: A theory of allocation preferences. Justice and Social Interaction, 3, 167-218.
Li, A., & Bagger, J. (2012). Linking procedural justice to turnover intentions: A longitudinal study of the mediating effects of perceived job characteristics. Journal of Applied Social Psychology, 42(3), 624-645.
Liang, H., Saraf, N., Hu, Q., & Xue, Y. (2007). Assimilation of enterprise systems: The effect of institutional pressures and the mediating role of top management. Management Information Systems Quarterly, 31(1), 59-87
Lind, E. A., & Tyler, T. R. (1988). The social psychology of procedural justice. New York: Plenum.
McCarthy, J. M., Bauer, T. N., Truxillo, D. M., Anderson, N. R., Costa, A. C., & Ahmed, S. M. (2017). Applicant perspectives during selection: A review addressing “So What?,” “What’s New?,” and “Where to Next?”. Journal of Management, 43(6), 1693-1725.
Morrow, P. C., McElroy, J. C., & Scheibe, K. P. (2012). Influencing or organizational commitment through office redesign. Journal of Vocational Behavior, 81, 99-111.
Petronio, S. (2002). Boundaries of privacy: Dialectics of disclosure. State University of New York Press, Albany, NY.
Pew Research Center. (2015). Teens, social media & technology overview. Online since 9 April 2015. Retrieved from http://www.pewinternet.org/2015/04/09/teens-social-media-technology-2015/
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531-544.
Richer, S. F., Blanchard, C., & Vallerand, R. J. (2002). A motivational model of work turnover. Journal of Applied Social Psychology, 32(10), 2089-2113.
Ringle, C. M., Wende, S., & Becker, J. M. (2015). SmartPLS 3. Bönningstedt: SmartPLS. Retrieved from http://www.smartpls.com
Ryan, A. M., & Wessel, J. L. (2015). Implications of a changing workforce and workplace for justice perceptions and expectations. Human Resource Management Review, 25, 162-175.
Smith, W. P., & Tabak, F. (2009). Monitoring employee e-mails: Is there any room for privacy?. Academy of Management Perspectives, 23(4), 33-48.
Stanton, J., & Stam, K. (2002). Information technology, privacy, and power within organizations: A view from boundary theory and social exchange perspectives. Surveillance and Society, 1(2), 152-190.
Statista. (2017). Most famous social network sites worldwide as of September 2017. Retrieved from https://www.statista.com/statistics/272014/global-social-networks-ranked-by-number-of-users/
Stoughton, J., Thompson, L., & Meade, A. W. (2013). Big five personality traits reflected in job applicants’ social media postings. Cyberpsychology Behavior, and Social Networking, 16, 800-805.
Tabak, F., & Smith, W. P. (2005). Privacy and electronic monitoring in the workplace: A model of managerial cognition and relational trust development. Employee Responsibilities and Rights Journal, 17, 173-189.
Thibaut, J.W., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Erlbaum.
Thomas, S. L., Rothschild, R. C., & Donegan, C. (2015). Social networking, management responsibilities, and employee rights: The evolving role of social networking in employment decisions. Employee Responsibilities and Rights Journal, 27, 307-323.
Tokunaga, R. S. (2011). Social networking site or social surveillance site? Understanding the use of interpersonal electronic surveillance in romantic relationships. Computers in Human Behavior, 27(2), 705-713.
Westin, A. F. (1970). Privacy and freedom. NY: Atheneum.
Yerby, J. (2013). Legal and ethical issues of employee monitoring. Online Journal of Applied Knowledge Management, 1, 44-55.