Abstract:Social media usage has been popular for the last decade. Individuals use their social media environments for various reasons such as to socialize, play games, have fun and share posts. Overuse of these environments may lead to negative psychological and behavioral consequences for individuals. Additionally, it increases the worries about potential addicted/problematic use of social media. In this study, it is aimed to determine the level of problematic social media usage of participants who are active social m… Show more
“…Also, most data contravene the presumption of multivariate normality (Mahmoud, Hack‐polay, Fuxman, Massetti & Al Samarh, 2020), therefore, PLS‐SEM approach has been endorsed as a viable option for empirical investigations where data are susceptible to non‐normality issues (Hair, Hult, Ringle & Sarstedt, 2017). Plus, PLS‐SEM is receiving more popularity and implementation within the psychological research arena (e.g., Pripp, Skreden, Skari, Malt & Emblem, 2010; Von Horn, Bäckman, Davidsson & Hansen, 2010; Yildiz Durak & Seferoğlu, 2019). We ran a path evaluation followed by multigroup analysis (MGA), building on standardized betas (β: for direct effects), unstandardized betas (B: for indirect effects) and the corresponding t‐values by using the method of bootstrapping, Q 2 for predictive relevance, f 2 to determine effect sizes.…”
Our research reports an empirical analysis of a path model linking job insecurity to organizational citizenship behavior (OCB) via two mediators, that is, intrinsic motivation and job satisfaction. The aim is to evaluate the path model invariance across three generational cohorts, that is, generation X, generation Y, and generation Z. A sample of employees in service companies based in Canada was surveyed. We utilized a partial least square structural equation modeling (PLS-SEM) approach, which included path analysis and multi-group analysis (MGA) to test proposed hypotheses. We found that job insecurity negatively predicted intrinsic motivation which positively related to job satisfaction. Job satisfaction influenced OCBs positively. Both intrinsic motivation and job satisfaction mediated the indirect effects of job insecurity onto OCBs. Generation X was more pronounced in their reaction to job insecurity than later generations given the strong negative effects on intrinsic motivation and hence on their job. However, generation Z employees followed their parents from generation X regarding engaging more in OCBs when they are satisfied with their job than generation Y. In general, therefore, it should come as no surprise that generation X employees' OCBs can be expected to plummet due to the elevated levels of job insecurity during pandemic times (e.g., COVID-19) more intensely than Generation Y. Clearly, with COVID-19 having led many organizations around the world to adopt virtual workplace environments, generational differences amongst employees have to be considered as a matter of crucial concern for these organizations.
“…Also, most data contravene the presumption of multivariate normality (Mahmoud, Hack‐polay, Fuxman, Massetti & Al Samarh, 2020), therefore, PLS‐SEM approach has been endorsed as a viable option for empirical investigations where data are susceptible to non‐normality issues (Hair, Hult, Ringle & Sarstedt, 2017). Plus, PLS‐SEM is receiving more popularity and implementation within the psychological research arena (e.g., Pripp, Skreden, Skari, Malt & Emblem, 2010; Von Horn, Bäckman, Davidsson & Hansen, 2010; Yildiz Durak & Seferoğlu, 2019). We ran a path evaluation followed by multigroup analysis (MGA), building on standardized betas (β: for direct effects), unstandardized betas (B: for indirect effects) and the corresponding t‐values by using the method of bootstrapping, Q 2 for predictive relevance, f 2 to determine effect sizes.…”
Our research reports an empirical analysis of a path model linking job insecurity to organizational citizenship behavior (OCB) via two mediators, that is, intrinsic motivation and job satisfaction. The aim is to evaluate the path model invariance across three generational cohorts, that is, generation X, generation Y, and generation Z. A sample of employees in service companies based in Canada was surveyed. We utilized a partial least square structural equation modeling (PLS-SEM) approach, which included path analysis and multi-group analysis (MGA) to test proposed hypotheses. We found that job insecurity negatively predicted intrinsic motivation which positively related to job satisfaction. Job satisfaction influenced OCBs positively. Both intrinsic motivation and job satisfaction mediated the indirect effects of job insecurity onto OCBs. Generation X was more pronounced in their reaction to job insecurity than later generations given the strong negative effects on intrinsic motivation and hence on their job. However, generation Z employees followed their parents from generation X regarding engaging more in OCBs when they are satisfied with their job than generation Y. In general, therefore, it should come as no surprise that generation X employees' OCBs can be expected to plummet due to the elevated levels of job insecurity during pandemic times (e.g., COVID-19) more intensely than Generation Y. Clearly, with COVID-19 having led many organizations around the world to adopt virtual workplace environments, generational differences amongst employees have to be considered as a matter of crucial concern for these organizations.
“…Moreover, PSMU, as well as increased SM usage times in general are associated with academic performance deterioration in adolescents [9][10][11]. Significant correlations between the frequency and duration of SM use and PSMU could be repeatedly shown [9,[12][13][14].…”
Background: The problematic use of social media (SM) is a rising phenomenon, especially in adolescents. It can be assessed by self-rating screeners such as the Social Media Disorder Scale (SMDS). However, young age or symptom denial might reduce adolescent assessment accuracy. Therefore, the development and validation of a parental scale (SMDS-P) is desirable. Method: A representative sample of 961 parents and corresponding frequently SM-using children aged 10 to 17 years participated in an online study. Factorial analyses were performed to determine item structure. Adolescents’ SMDS self-reports, SM usage time, emotional dysregulation, and academic performance were used to assess validity. The SMDS-P cut-off value was calculated by ROC-analysis. Results: A one-factorial structure of the SMDS-P could be confirmed. The internal consistency was good (Cronbach’s α = 0.85, McDonald’s ω = 0.88) and the accordance between parental and self-ratings moderate (kappa = 0.51). SMDS-P was positively associated with adolescents’ self-ratings (r = 0.68), SM usage time (r = 0.26) and frequency (ϱ = 0.16) as well as with emotional dysregulation (r = 0.35) in a highly significant manner. Conclusions: SMDS-P offers a promising new approach to assess problematic SM usage in adolescence. Further studies including clinical validations are required.
“…That is, individuals tend to reflect their lives in the most favorable way according to social norms (King & Bruner, 2000). Although it is sometimes considered a predictor of problematic social media use (Yildiz Durak & Seferoğlu, 2019), it is quite common. The validity of social media posts was also questioned by a manager in the service sector:When we look at social media, it misleads us.…”
Cybervetting—reviewing candidates' online profiles—is a relatively new technique used in the personnel selection processes, but empirical studies have largely been conducted with western samples. In Study 1, we interviewed 20 employers from different sectors in a metropolitan city in Turkey and examined the characteristics and implications of the construct. We summarized the reasons given by participants who avoided cybervetting (i.e., irrelevance, validity, invasion of privacy, prejudice) and those who frequently relied on cybervetting (i.e., necessity, validity, consistency checking) and illustrated perceived positive and negative online posts. In Study 2, we collected data from 316 employees in the same city to examine their perceptions of cybervetting and its relationship to organizational justice constructs. In addition to confirming international scales of cybervetting and organizational justice, we found that the face validity of cybervetting and organizational justice constructs were significantly correlated. While some differences were observed between employers and managers, no gender differences were found. The implications of both studies were presented in line with the available literature.
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