Abstract: Electronic performance monitoring has been widely adopted in corporate management, yet the mechanisms and boundary conditions underlying its impact on employee creativity remain unclear. Based on the self-determination theory, this study constructs a moderated mediation model to examine its impact on employee creativity, and 342 questionnaires are analyzed in two stages. The findings show that: (1) the autonomous motivation plays a positive mediating role between electronic performance monitoring and employee creativity, while the controlled motivation plays a negative mediating role. (2) The promotion focus positively moderates the relationship between electronic performance monitoring and autonomous motivation, while the prevention focus positively moderates the relationship between electronic performance monitoring and controlled motivation. (3) The promotion focus positively moderates the mediating role of autonomous motivation, while the prevention focus positively moderates the mediating role of controlled motivation. This study introduces self-determination theory into organizational monitoring scenario research, constructs a bidirectional mechanism of employee autonomy and controlled motivation, expands the understanding of the role of regulatory focus boundaries, and provides practical inspiration for enterprises to scientifically apply electronic performance monitoring.

Key words: electronic performance monitoring, employee creativity, self-determination theory, autonomous-controlled motivation, regulatory focus