Investigating employee harassment via social media

Taylor, Mark; Haggerty, J. S.; Gresty, David; Criado, Natalia; Berry, Tom; Almond, Peter R.

doi:10.1108/jsit-03-2015-0022

Cited by 9 publications

(6 citation statements)

References 17 publications

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“…Accordingly, ostracism at the workplace can lead to negative occupational and behavioral outcomes such as an increase in the level of occupational stress and emotional exhaustion in the staff [29], increased counterproductive behaviors [30], and antisocial behavior in the organization [31]. A lot of research is done on the negative implications of using social networks in various organizations.…”

Section: Introductionmentioning

confidence: 99%

Negative Consequences of Using Social Networks at the Workplace from the Point of View of the Sports and Youth Departments Staff

2019

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Background. Nowadays, employees' use of social networks at the workplace is increasing, which creates opportunities and challenges. Objectives. The current study aimed at investigating the negative consequences of the use of social networks at the workplace from the viewpoint of the employees of the sports and youth departments. Methods. The current descriptive survey was conducted on Golestan Province Sports and Youth Department consisted of 220 employees as the population. The sample was the randomly selected 141 employees based on the Cochran formula. The study employed some questionnaires to collect data, using social networks at the workplace by Barker et al., Job inattention by Zwarun & Hall, lack of time management by Landers & Callan, and ostracism of Chung & Kim. To analyze the data and identify the effects of research variables, structural equation modeling was used with the PLS software. Results. The obtained results showed that the application of social networks at the workplace had a positive and significant effect on job inattention (β = 0.42, t = 9.33). The effect of using social networks at the workplace on the lack of time management of staff was also positive and significant (β = 0.33, t = 12.94). Finally, the positive and significant effects of using social networks at the workplace was confirmed on the ostracism (β = 0.84, t = 66.98). Conclusion. According to the results of the current study, it can be concluded that the application of social networks at the workplace can have negative consequences. It is recommended that specific rules be employed regarding the use of social networks in the organizational environment of sports and youth departments.

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Section: Introductionmentioning

confidence: 99%

Negative Consequences of Using Social Networks at the Workplace from the Point of View of the Sports and Youth Departments Staff

2019

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“…Conceptualizing employee social media deviance as a kind of IT-related deviant behavior in the IS context, these findings provide us sufficient evidence to consider abusive supervision as a potential motive of employee social media deviance. In particular, employees may consider that off-duty conduct on social media outside the workplace is unrelated to supervisors' responsibility with regard to workplace conduct [29], which increases the possibilities of using social media to exact revenge in a digital environment. Fewer workplace barriers of social media exacerbate employees' engagement in social media deviance when they perceive abusive supervision from organizations.…”

Section: Theoretical Background and Hypothesis Development 31 Abusive Supervisionmentioning

confidence: 99%

Examining Employee Social Media Deviance: A Psychological Contract Breach Perspective

Guan¹,

Hsu²,

Xu³

2022

Proceedings of the Annual Hawaii International Conference on System Sciences

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With the prevalence of social media, employees' deviant behaviors on social media can go viral and result in unpredictable negative outcomes beyond the workplace. This paper investigates the relationship between abusive supervision and employee social media deviance from the theoretical perspective of psychological contract breach (PCB), and examines the moderating role of social media controls. Building on prior studies of abusive supervision and employee workplace deviance, this paper argues that abusive supervision plays a crucial motivational role in triggering employee social media deviance. Our results demonstrate that employees who experience abusive supervision are more likely to perceive PCB, and thus engage in social media deviance. User awareness of social media policy and informal sanctions can weaken the positive relationship between employee perceived PCB and social media deviance.

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“…This review is based on “Investigating employee harassment via social media” by Taylor et al . (2015).…”

Section: Commentmentioning

confidence: 99%

Probing social media harassment

Beal¹

2016

HRMID

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Investigating employee harassment via social media

Cited by 9 publications

References 17 publications

Negative Consequences of Using Social Networks at the Workplace from the Point of View of the Sports and Youth Departments Staff

Negative Consequences of Using Social Networks at the Workplace from the Point of View of the Sports and Youth Departments Staff

Examining Employee Social Media Deviance: A Psychological Contract Breach Perspective

Probing social media harassment

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