Social Network Services Addiction in the Workplace

Choi, Youngkeun; Chu, Kyounghee; Choi, Eun‐Jung

doi:10.13106/jafeb.2019.vol6.no1.249

Cited by 12 publications

(12 citation statements)

References 34 publications

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“…It has been stated that SNS addiction has negative impacts on workplace behaviour (Cao et al, 2020; Choi et al, 2019). Similarly, a large amount of the research also stated the harmful impacts of abusive supervision on innovative behaviour at the workplace (Harris et al, 2011; Khan, 2015; Liu et al, 2012; Rafferty & Restubog, 2011).…”

Section: Introductionmentioning

confidence: 99%

A multistudy analysis of abusive supervision and social network service addiction on employee's job engagement and innovative work behaviour

et al. 2022

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Almost every organization aspires to gain a competitive advantage through innovation and creativity. In recent years, researchers have become increasingly interested in the factors that foster or inhibit innovative work behaviour (IWB) and employee engagement. In this study, we used the conservation of resources (COR) theory to examine the influence of abusive supervision on employee job engagement and IWB via a mediator, namely, social network service (SNS). We also investigated the moderating effect of organizational support in this study. Our hypothesized model is supported by multisampling field data sets. We conducted two independent studies to carry out this research. Data were collected from information technology (IT) firms in Study 1 and consultancy companies in Study 2. Multisampling field data sets provided support for our hypothesized model. We found that abusive supervision harms employee job engagement and IWB, both directly and indirectly through SNS addiction (Study 1). In Study 2, we used time‐lag data to replicate the findings of Study 1. We also found in Study 2 that organizational support reduced the positive relationship between abusive supervision and SNS addiction. The indirect link between abusive supervision and employee work outcomes is significantly influenced by organizational support. Implications and future research directions are also discussed.

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Section: Introductionmentioning

confidence: 99%

A multistudy analysis of abusive supervision and social network service addiction on employee's job engagement and innovative work behaviour

et al. 2022

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“…H3 (the mediating effect) is based on the findings of previous studies (e.g., Choi, Chu, & Choi, 2019;Coyne, 2016;Demircioglu, 2018) that emotional laborers can be heavy users of social media for work (i.e., frontline communication with customers) or for private purposes (i.e., relaxation and non-work personal communication). The intensity of their social media use may influence their level of emotional exhaustion, and this can be measured as the mediating effect of social media use (Charoensukmongkol, Moqbel, & Gutierrez-Wirsching, 2017;Han, 2018;Sriwilai & Charoensukmongkol, 2016;van Zoonen et al, 2016van Zoonen et al, , 2017.…”

Section: Hypothesis Buildingmentioning

confidence: 99%

How Does Social Media Use Influence the Relationship Between Emotional Labor and Burnout?

Nam

Kabutey

2021

Journal of Global Information Management

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This study used data from an online questionnaire survey of public employees in Ghana and examined the relationship between emotional labor (surface acting and deep acting) and burnout (emotional exhaustion), as well as the moderating-mediating effects of social media use on that relationship. Surface acting has been found to be a stronger predictor of burnout than deep acting. Social media use reinforces the influence of surface acting on burnout but does not moderate the relationship between deep acting and burnout. Social media use mediates the relationship between deep acting and burnout, whereas a mediation effect is not found between surface acting and burnout. These findings suggest that public agencies should develop strategies to decrease stress arising from emotional labor and understand the relationship between emotional labor and social media use.

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“…social media usage may also lead to negative workplace outcomes. For example, due to social media addiction, about 70 percent of the internet usage at their workplace is not related to their job tasks (Michael, 2017in Choi et al, 2019. According to Diercksen et al, (2013) more than half of the employees use social networks for their personal matters during working hours, thus incurring a cost of more than $ 2.25 billion to the firm due to wasted time.…”

Section: Social Media Usage At Work and Employee Performancesmentioning

confidence: 99%

“…Further, Labianca & Brass (2006) and Kane (2015) identified that even though those adverse relationships represent a very small proportion of all organization relationships, they cause a huge impact on employee performance than the positive relationships (in Chauhan, 2015 p, 38). Further, a study done by Choi et al, (2019) revealed that abusive supervision and work bullying are the main reasons for social media network addiction among employees. Further, they confirmed that employees' social media addiction leads to work-to-family conflicts and family-to-work conflicts.…”

Section: Social Media Usage At Work and Employee Performancesmentioning

confidence: 99%

Social Media Addiction of Employees: Does it Affect Labor Supply?

Samaraweera

Wijesinghe

2021

Sri Lanka Jnl Econ. Res.

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The main objective of this research is to identify the impact of social media addiction on the labour supply of employees in Sri Lanka. The study covers 390 employees through a questionnaire survey. The study used the endogenous switching regression model for modelling average working hours per week day of social media addicts and non-addicts comparatively. Age, marital status, executive employment, type of social media and commuting distance to the workplace are the key factors associated with social media addiction of workers as in the selection function of the model. Working hours of social media addicts are affected by age, gender and executive employment while the working hours of non addicts are mainly affected by gender, marriage, executive employment, years of education and monthly net salary. Social media addiction of non addicts causes reduction of average hours of work per week day, while hours of work of social media addicts increase, if they have given up social media addiction. Institution specific policy insights are also proposed to increase the performance of employees.

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Social Network Services Addiction in the Workplace

Cited by 12 publications

References 34 publications

A multistudy analysis of abusive supervision and social network service addiction on employee's job engagement and innovative work behaviour

A multistudy analysis of abusive supervision and social network service addiction on employee's job engagement and innovative work behaviour

How Does Social Media Use Influence the Relationship Between Emotional Labor and Burnout?

Social Media Addiction of Employees: Does it Affect Labor Supply?

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