Social media usage and employee’s job performance

Abstract

Purpose This era is an era of social media (SM); thus, it is an essential tool for communication among individuals and organizations. The excessive use of SM by employees has raised many questions about their job performance. Therefore, there is a dire need to investigate the effects of SM use on an employee’s job performance mediated by knowledge exchange. Furthermore, the purpose of this paper is to examine how the organization’s SM rules can moderate the relationship between personal and work-related use of SM with information sharing and obtaining information. Design/methodology/approach Quantitative methodology was used and randomly 1,200 questionnaires data were collected physically from the employees of the public and private sectors in Pakistan. To examine the hypothesized relationships, partial least squares (PLS), rather than covariance-based structural equation modeling, was used to analyze the data. For this reason, multivariate technique, Smart PLS-3.2.1, was used for data analysis. Findings The findings of this study demonstrated that personal and work-related use of SM could enhance employees’ job performance through knowledge exchange, and SM rules have adverse impacts on the relationships between SM use and knowledge exchange. Originality/value This study provides a novel model for the investigation of whether SM use affects employees’ job performance. Furthermore, it will help the policy makers and researchers regarding the management of SM use at work.

Does social media usage evoke employees' spirituality? A cross-level moderation model of inclusive leadership

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The Impact of Using Social Networking Sites at Work on Organizational Knowledge

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“…As suggested by O'Connor, Schmidt, and Drouin ( 2016), through a study carried out on the employees of a Midwestern United States university, that organizations should provide proper training to employees before incorporating the new rules and policies at work, or else such directives induce stress among them and decrease their work outcomes. Similarly, Pakistan-based survey research on the employees of public and private organizations found that restricting the usage of SNSs increased work stress among employees depriving them of the knowledge exchange process, which eventually reduces sharing and obtaining information (Jafar et al, 2019). Also, an Ethiopian study on university teachers concluded that preventing teachers from using SNSs at university would negatively affect their performance inhibiting knowledge sharing and awareness (Tulu, 2017).…”

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