Organizational commitment and work-related implementation of enterprise social networks (ESNs): the mediating roles of employees' organizational concern and prosocial values

Olfat, Mohammad; Shokouhyar, Sajjad; Ahmadi, Sadra; Tabarsa, Gholam Ali; Sedaghat, Atiye

doi:10.1108/oir-04-2019-0124

Cited by 16 publications

(14 citation statements)

References 72 publications

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“…Such an individual is easier to join several groups on social media networks, with the hope that something will be found there, seen and that, finally, something will "happen"... A person can do this consciously, with such intentions, or they can do it unconsciously, not linking their business dissatisfaction and desire for change with joining a larger number of groups. This direction of action has been discovered in some previous research: job satisfaction on social media usage [30,31], and organizational commitment to enterprise social media usage [25].…”

Section: Discussion Of the Results Of The Correlation Analysismentioning

confidence: 57%

“…Public social media networks have a positive impact on affective and normative commitment, but not on continuance commitment, while enterprise social media networks do not affect organizational commitment [18]. However, employees' organizational commitment has a positive impact on their work-related usage of the relevant enterprise social media networks [25].…”

Section: Social Media Network and Organizational Commitmentmentioning

confidence: 99%

“…Previous research on this issue has focused mainly on professional, work-related social media usage, for example, the effects of social media usage for work purposes [11,20,21], effects of social media usage to connect with coworkers [7,12,22], effects of social media usage to connect team members [23], effects of enterprise social network use [24,25].…”

Section: Introductionmentioning

confidence: 99%

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Impact of Using Social Media Networks on Individual Work-Related Outcomes

et al. 2022

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This paper aims to determine the effects of using social networks on work-related outcomes. Observed work-related outcomes are job satisfaction, organizational commitment, and work performance. The moderating effects of gender and age of respondents on the given relations were also observed. In addition, this paper aims to consider the theoretical and practical implications of such research. The research was conducted in West Balkan countries: Bosnia and Herzegovina, Croatia, Montenegro, North Macedonia, and Serbia. Respondents were employed in organizations in these countries and 313 complete questionnaires were collected. The number of social media networks and somewhat frequency of social media networks usage and the number of photos has a positive effect on individual outcomes of employed persons. Daily time usage, frequency of posting photos, number of groups, and number of groups (active participant) have negative effects on individual outcomes of employed persons. Prolonged use of social media networks (during the day) can especially reduce job satisfaction while joining a large number of groups severely jeopardizes organizational commitment. Active participation in a number of groups significantly reduces salary satisfaction and organizational loyalty among male employees. Excessive use of social media network sites and frequent posting of images can reduce satisfaction with the nature of work and work performance among older employees. The discovered connections and influences have scientific and practical significance, which is explained in the paper.

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Section: Discussion Of the Results Of The Correlation Analysismentioning

confidence: 57%

Section: Social Media Network and Organizational Commitmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Impact of Using Social Media Networks on Individual Work-Related Outcomes

et al. 2022

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“…This method (i.e. random data collection), itself has added good generalizability to the results of this study (Olfat et al, 2020b). Finally, 361 valid records were taken into account for the final data analysis.…”

Section: Research Methods 31 Sample and Data Collection Processmentioning

confidence: 93%

Linking organizational members' social-related use of enterprise social media (ESM) to their fashion behaviors: the social learning and stimulus-organism-response theories

Olfat

Ahmadi

Shokouhyar

et al. 2021

CCIJ

Self Cite

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PurposeThis study through the lens of social learning theory and using the stimulus-organism-response (S-O-R) framework aims to show that employees' social-related use of enterprise social media (ESM) can positively affect their intentions to purchase the fashion products used by their coworkers by mediating role of their perceptions toward their coworkers' credibility in fashion (i.e. physical attractiveness, reliability in communications and experience in fashion).Design/methodology/approachTo evaluate the validity of the measurement and structural models, 361 employees who were able to take advantage of ESM with social-related motivations were surveyed within seven Iranian organizations. The collected data were analyzed using the partial least squares structural equation modeling (PLS-SEM).FindingsThe results of the study confirmed that employees' social-related use of ESM positively affects their perceptions toward their coworkers' credibility in three dimensions of physical attractiveness, reliability in communication (trustworthiness) and fashion experience (expertise). Employees' perceptions toward their coworkers' credibility in three dimensions of physical attractiveness, reliability in communications and fashion experience positively affect their intentions to purchase the fashion products used by their coworkers.Practical implicationsThis study shows that ESM technology can shape a trusted online community of practice in which employees can share the same interests and learn about different types of [fashion] products and services from each other. Thus, ESM can be considered an online instrument for marketing purposes with which organizations can obtain revenue from other organizations by letting them advertise their products on ESM.Originality/valueThe main theoretical implication of this study is to extend the use of two advanced theories in the workplace, especially regarding employees' social-related use of ESM. In fact, this study through the lens of social learning theory and based on the S-O-R model shows that employees' social-related use of ESM can be considered as a stimulus in the workplace, influencing employees' perceptions toward different objects (e.g. their coworkers' credibility), and resulting in several changes in their behaviors. This is among a few studies addressing marketing outcomes of ESM in the employees' communities.

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“…While the projected network correctly captures the organization's structure at the unit level, it does not consider the individual's connectedness within the organization. As a result, analysis of certain organizational aspects, such as power structures (Brass and Krackhardt, 2012;Krackhardt, 1990;Ramos et al, 2019), organizational commitment (Lee and Kim, 2011;Olfat et al, 2020), or the flow of information and knowledge between individuals (Díez-Vial and Montoro-Sánchez, 2014;Haythornthwaite, 1996;Liebowitz, 2005), are not possible.…”

Section: Limitationsmentioning

confidence: 99%

Restoring the structure: A modular analysis of ego-driven organizational networks

Dalka¹,

Zwolak²

2022

Preprint

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Organizational network analysis (ONA) is a method for studying interactions within formal organizations. The utility of ONA has grown substantially over the years as means to analyze the relationships developed within and between teams, departments, and other organizational units. The mapping and quantifying of these relationships have been shown to provide insight into the exchange of information and resources, the building of social capital, and the spread of culture within and between organizations. However, the ethical concerns regarding personally identifiable information (PII) that exist for traditional social science research are made more pertinent in ONA, as the relational nature of the network may leave participants open to identification by organization management. To address this, we propose a method of generating a network of organizational groups (e.g. units, departments, teams) through the projection of ego-networks absent of PII. We validate this method through modular analysis of the resulting networks and compare the identified structure to a known structure of the organization. The methodology lays a foundation for performing ONA that needs only anonymous ego-centric data to identify large-scale aspects of organizational structures.

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Organizational commitment and work-related implementation of enterprise social networks (ESNs): the mediating roles of employees' organizational concern and prosocial values

Cited by 16 publications

References 72 publications

Impact of Using Social Media Networks on Individual Work-Related Outcomes

Impact of Using Social Media Networks on Individual Work-Related Outcomes

Linking organizational members' social-related use of enterprise social media (ESM) to their fashion behaviors: the social learning and stimulus-organism-response theories

Restoring the structure: A modular analysis of ego-driven organizational networks

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