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Humans judge, algorithms nudge: The psychology of behavior tracking acceptance

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  • Raveendhran, Roshni
  • Fast, Nathanael J.

Abstract

This article examines employees’ acceptance of behavior tracking in the workplace. We theorize that people more willingly accept behavior tracking when it is conducted solely by technology (i.e., computer algorithms) rather than by humans. We posit that this is driven by the expectation that human-free tracking feels less judgmental and will, therefore, allow for a greater subjective sense of autonomy. The results of five experiments supported these predictions, revealing that participants were more likely to accept technology-operated than human-operated tracking (Experiments 1–5), an effect driven by reduced concerns about potential negative judgment, which, in turn, increased subjective sense of autonomy (Experiment 2). The stated purpose for tracking (Experiment 3), relation to the human tracker (Experiment 4), and type of behaviors tracked (Experiment 5) did not eliminate the effect. Technology-operated tracking also led to higher anticipation of intrinsic motivation (Experiments 3–4). Implications for research on the future of work are discussed.

Suggested Citation

  • Raveendhran, Roshni & Fast, Nathanael J., 2021. "Humans judge, algorithms nudge: The psychology of behavior tracking acceptance," Organizational Behavior and Human Decision Processes, Elsevier, vol. 164(C), pages 11-26.
    • Handle: RePEc:eee:jobhdp:v:164:y:2021:i:c:p:11-26
    DOI: 10.1016/j.obhdp.2021.01.001
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    References listed on IDEAS

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    Cited by:

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    3. Feiqiang Fu & Wenhui Zha & Qiwei Zhou, 2023. "The Impact of Enterprise Digital Capability on Employee Sustainable Performance: From the Perspective of Employee Learning," Sustainability, MDPI, vol. 15(17), pages 1-22, August.
    4. Anicich, Eric M., 2022. "Flexing and floundering in the on-demand economy: Narrative identity construction under algorithmic management," Organizational Behavior and Human Decision Processes, Elsevier, vol. 169(C).

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