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Cited by 71 publications
(95 citation statements)
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“…These two sub-dimensions respectively capture different aspects of communication visibility. Message transparency emphasizes the visibility of communication contents, which helps increase employees' meta-knowledge about "who knows what" [19,21]; network translucence emphasizes the visibility of communication networks and connections, which helps increase employees' metaknowledge about "who knows whom" [19,21]. Specifically, message transparency makes it easy for employees to see the content posted on the ESM and even the exchanged messages among their colleagues [62].…”
Section: B Communication Visibility Affordancementioning
confidence: 99%
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“…These two sub-dimensions respectively capture different aspects of communication visibility. Message transparency emphasizes the visibility of communication contents, which helps increase employees' meta-knowledge about "who knows what" [19,21]; network translucence emphasizes the visibility of communication networks and connections, which helps increase employees' metaknowledge about "who knows whom" [19,21]. Specifically, message transparency makes it easy for employees to see the content posted on the ESM and even the exchanged messages among their colleagues [62].…”
Section: B Communication Visibility Affordancementioning
confidence: 99%
“…Network translucence indicates that ESM enables employees to make their communication network public and visible to other colleagues, and it allows third parties to observe and infer connections among other employees [6,62]. Network translucence not only helps employees understand more clearly how colleagues and activities are related to each other [6] but also provides a major way for employees to establish, enhance, and maintain their social relationships [21,70].…”
Section: B Communication Visibility Affordancementioning
confidence: 99%
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“…with high levels of demands or work load (for example, [28][29][30]), low control over work, or the degree of autonomy in the application of labor decisions (for example, [31][32][33]). In addition, the low level of support perceived by colleagues or supervisors also influences (for example, [27,34]). The literature in general terms suggests that a low family-work balance is related to lower job satisfaction, higher turnover intentions, exhaustion, and deterioration of health [35,36], and a high family-work balance is related to higher levels of professional commitment and lower intentions to leave the profession [28,37,38].…”
Section: Introductionmentioning
confidence: 99%