Examining the effects of internal social media usage on employee engagement

Men, Linjuan Rita; O’Neil, Julie; Ewing, Michele E.

doi:10.1016/j.pubrev.2020.101880

Cited by 111 publications

(108 citation statements)

References 50 publications

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“…Previous studies find empirical support for the strong relationship between job satisfaction and organisational commitment (Diedericks & Rothmann, 2014;Widodo & Damayanti, 2020;Yao et al, 2019). Effective LMCs are linked to many favourable outcomes, including job satisfaction and organisational commitment (Abu Bakar et al, 2010) and organisational identification (Men et al, 2020). We expect that internal LMCs that effectively convey the intentions of senior managers and expectations of employees would positively impact on job satisfaction and, in turn, organisational commitment.…”

Section: Line Manager Communications and Job Satisfactionmentioning

confidence: 81%

“…Communication facilitates dialogue between managers and line managers as stakeholders to ensure that the mission, vision and goals of the firm are well expressed, and the needs of employees are met to achieve personal and organisational goals. Poor communication has the potential to negatively impact organisational effectiveness (Men, O'Neil, & Ewing, 2020;Van Vuuren et al, 2007).…”

Section: Stakeholder Theorymentioning

confidence: 99%

“…Internal communications are a crucial aspect of communication management and exist as a way for managers to effectively communicate with employees and vice versa (Dolphin, 2005;Karanges et al, 2015). Internal communication serves as a conduit that helps executives build a culture of openness and transparency and engage employees around the objectives of the organisation (Men et al, 2020;Mishra et al, 2014). Line managers use internal communication structures to build, sustain and drive relationships across all levels of the organisation (Welch & Jackson, 2007).…”

Section: Internal Line Manager Communications and Employee Trustmentioning

confidence: 99%

“…Previous studies also report that the level at which employees are driven and willing to apply discretionary efforts to fulfilling activities that impact the achievement of organisational goals is linked to the strength of line managers' ability to communicate effectively (Robinson et al, 2004). Managers, who communicate in an honest, transparent and continuous manner, help to reinforce good relationships and engender employee trust and identification with the company (Men et al, 2020).…”

Section: Internal Line Manager Communications and Employee Trustmentioning

confidence: 99%

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Predicting organisational commitment: The role of line manager communication, employee trust and job satisfaction

Ndlovu

Quaye

Saini

2021

South African Journal of Business Management

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Purpose: This study examines the influence of line manager communication (LMC) on affective organisational commitment through the mediating mechanisms of employee trust and job satisfaction. The study further investigates the moderation effect of line manager communication and employee trust to explain affective organisational commitment.Design/methodology/approach: Data for the study were collected from employees at different organisational levels in the financial services sector of South Africa through an online survey hosted on Qualtrics. A covariance-based structural equation modelling (SEM) was performed to assess the various hypotheses by using Mplus. The moderation analysis used the latent moderated structural (LMS) model approach, which utilises the unique capabilities of SEM.Findings/results: The results show that LMC does not independently influence organisational commitment. However, LMC indirectly influences affective organisational commitment through employee trust and job satisfaction. Moreover, the findings indicate that LMC positively influences affective organisational commitment under conditions of high employee trust.Practical implications: Firms should develop the communication skills of line managers to foster employee trust and job satisfaction to contribute to employee commitment. Line manager communication should be nurtured, especially in high-paced financial services firm environments, for employee trust and job satisfaction to be enhanced, and in turn, improve organisational commitment.Originality/value: The findings demonstrate that LMC does not independently influence organisational trust. Instead, line managers should focus their communications on improving employee trust and job satisfaction if they seek to foster strong employee identification with firm goals and vision.

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Section: Line Manager Communications and Job Satisfactionmentioning

confidence: 81%

Section: Stakeholder Theorymentioning

confidence: 99%

Section: Internal Line Manager Communications and Employee Trustmentioning

confidence: 99%

Section: Internal Line Manager Communications and Employee Trustmentioning

confidence: 99%

See 2 more Smart Citations

Predicting organisational commitment: The role of line manager communication, employee trust and job satisfaction

Ndlovu

Quaye

Saini

2021

South African Journal of Business Management

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“…The prevalence and practical value of ESM have attracted the attention of scholars [ 2 , 3 ]. ESM platforms allow employees to obtain information in ways that are hard to be realized via traditional media [ 2 , 4 ]. In particular, these platforms mean that employees know more about the content of their coworkers’ communication information and networks [ 5 ], which is known as “communication visibility”.…”

Section: Introductionmentioning

confidence: 99%

Help Comes from Understanding: The Positive Effect of Communication Visibility on Employee Helping Behavior

Liang

Tian

Zhang

et al. 2020

IJERPH

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Extant research focuses on the antecedents of employee helping behavior, but the role of social technologies in enhancing employee helping behavior remains understudied. The purpose of our research is to investigate the relationship between communication visibility and employee helping behavior. Drawing on both communication visibility theory and social cognitive theory, we propose that the association between communication visibility and helping behavior is mediated by employee psychological state assessed by a cognitive state variable: trust in coworkers. Further, we also propose that proactive personality moderates the positive effect of trust in coworkers on employee helping behavior. We examined our hypothesized relationships using 149 employees collected in a field experiment in China. As hypothesized, we find that trust in coworkers mediates the relationship between communication visibility and helping behavior. Moreover, proactive personality strengthens the effectiveness of communication visibility. We discuss the implications of our findings for future research and practice.

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Impact of social media usage on job performance and employee retention: Role of knowledge sharing and organizational commitment

Chauhan

2022

Glob Bus Org Exc

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The business world is changing at an accelerated rate, and the key driver of this change is technology. Technologies largely dominate social networking and knowledge sharing activities in organizations through social media (SM). As SM is used in organizations for both work‐related and social‐related purposes, understanding its impact on job performance and employee retention is important. Hence, through the lens of organizational commitment theory and by analyzing a sample of 426 IT employees, this study attempted to explore the influence of SM usage on job performance and employee retention through knowledge sharing and organizational commitment. The significant outcomes of this study are as follows: (1) both work‐related and social‐related SM usage positively influence organizational commitment through knowledge sharing; (2) social media usage positively impacts job performance and employee retention by enhancing employee knowledge sharing capability and organizational commitment. Implications of this study provide meaningful insights for both academics and practitioners.

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Examining the effects of internal social media usage on employee engagement

Cited by 111 publications

References 50 publications

Predicting organisational commitment: The role of line manager communication, employee trust and job satisfaction

Predicting organisational commitment: The role of line manager communication, employee trust and job satisfaction

Help Comes from Understanding: The Positive Effect of Communication Visibility on Employee Helping Behavior

Impact of social media usage on job performance and employee retention: Role of knowledge sharing and organizational commitment

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