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Abstract

Organizations are increasingly using human resource information systems (HRIS) to collect and store employee data to enhance employment decision making. In this paper, using a 2 x 2 x 2 experimental design, we 1) examine the effects of three HRIS policies on employees’ perceptions of invasion of privacy, 2) assess the moderating effects of amount of work experience on the relations between these HRIS policies and employees’ perceptions of invasion of privacy and 3) discuss the implications of these findings for developing fair information policies. Results revealed that individuals perceived a HRIS was more of an invasion of privacy when HRIS data were used for only the benefit of the organization than when it was used to benefit employees. In addition, the results indicated that individuals perceived that a HRIS was more invasive of privacy when the data were accessed by supervisors than when they were accessed by the HR department only. Furthermore, individuals' amount of work experience moderated the relations between (a) purpose of the data collection, and (b) access to data and perceptions of invasion of privacy. Implications for theory, research, and practice are discussed.

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