The Influence of Social Media on Organizational Socialization

Gonzalez, Ester; Leidner, Dorothy E.; Koch, Hope

doi:10.1109/hicss.2015.228

Cited by 30 publications

(70 citation statements)

References 20 publications

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“…Gonzalez et al . () found that social media use helped new hires gain social acceptance, role clarity, self‐efficacy, and understanding of organizational culture. However, Gonzalez et al .…”

Section: Literature Reviewmentioning

confidence: 99%

“…Treem and Leonardi () suggested social media's essential roles in three broad organizational processes: workplace socialization, knowledge sharing, and power dynamics. Few studies have focused on social media use during organizational socialization (Gonzalez et al ., ), whereas studies on knowledge sharing via social media are abundant (Majchrzak et al ., ; Ellison et al ., ; Leonardi, ). Most studies focused on enterprise social media (ESM) that is designed for internal‐only communication within large corporations such as IBM, Microsoft, or HP (see Leonardi et al ., for a comprehensive review).…”

mentioning

confidence: 99%

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Social media affordances in entry‐level employees’ socialization: employee agency in the management of their professional impressions and vulnerability during early stages of socialization

Lee¹,

Kramer²,

Guo³

2019

New Technol Work Employ

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This study examined how entry‐level employees interacted with social media during three stages of organizational socialization. They navigated between four different media affordances (persistence, editability, visibility, and association) while experiencing them as both enabling and constraining in different socialization stages. Qualitative interview data analysis revealed during anticipatory socialization, job applicants realized visibility and persistence in relation to institutional and individualized socialization. During encounter, new employees managed personal and professional life boundaries carefully against the association and visibility affordances. Although some participants used both public and enterprise social media for obtaining job‐related information and understanding coworkers and company culture, during metamorphosis, most interviewees adopted passive information seeking strategies and experienced a paradoxical tension between the enabling and constraining affordances of social media. Findings are discussed with regards to employees’ exertion of agency in managing their professional impressions and coping with high levels of uncertainty and vulnerability during early stages of socialization.

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Section: Literature Reviewmentioning

confidence: 99%

mentioning

confidence: 99%

Social media affordances in entry‐level employees’ socialization: employee agency in the management of their professional impressions and vulnerability during early stages of socialization

Lee¹,

Kramer²,

Guo³

2019

New Technol Work Employ

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“…Through the use of ESM, employees can build and extend their social relationships with colleagues, which creates a sense of community (Gonzalez et al, 2013). The blurring of boundaries between social life and work life shifts the work environment from one possibly defined by workplace isolation to one characterized by workplace integration or connectedness.…”

Section: Social Capital and Knowledge Sharingmentioning

confidence: 99%

“…We adapted the scale for ESM use from Gonzalez et al (2013), which research has shown to have high reliability and validity. We assessed workplace integration/isolation, which refers to an employee's perceived connectedness with / isolation from the company and colleagues and is shaped by support from colleagues and the opportunities to socialize and interact with others, using the scales by Marshall et al (2007) and Mulki and Jaramillo (2011).…”

Section: Measurement Instrumentmentioning

confidence: 99%

“…Social networks can extend human resource capabilities by: 1) facilitating cross-functional collaboration and access to in-house knowledge and expertise (Chow & Chan, 2008;Cross, Nohria, & Parker, 2002), 2) offering a medium for informal social interaction and communication unrestricted by organizational hierarchy (Chui et al, 2012;Karoui, Dudezert, & Leidner, 2014), 3) improving socialization among new hires (Gonzalez et al, 2013), and 4) onboarding (Eschenbrenner & Nah, 2013;Eschenbrenner, Nah, & Telaprolu, 2015;Holtzblatt, Drury, Weiss, Damianos, & Cuomo, 2013). For example, knowledge workers may gain positive emotions such as pride when they use the ESM platform to offer their expertise in solving a problem posted by their coworkers.…”

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confidence: 99%

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Untitled

2017

THCI

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Abstract:Organizations struggle to find ways to improve employees' performance. To date, little research has empirically examined the relationship between enterprise social media use and knowledge workers' performance. Using social capital theory and the broaden-and-build theory of positive emotions as our theoretical framework, we investigate the relationship between enterprise social media use and knowledge workers' performance. We tested our research model by collecting data from employees working for a large information technology firm in the Midwestern United States and analyzing the data using a structural equation modeling approach. The results suggest that enterprise social media use can increase workplace integration, which further enhances performance directly and indirectly through positive emotions. Enterprise social media use also has a direct relationship with performance. The paper concludes with practical and theoretical implications.

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Impact of social media usage on job performance and employee retention: Role of knowledge sharing and organizational commitment

Chauhan

2022

Glob Bus Org Exc

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The business world is changing at an accelerated rate, and the key driver of this change is technology. Technologies largely dominate social networking and knowledge sharing activities in organizations through social media (SM). As SM is used in organizations for both work‐related and social‐related purposes, understanding its impact on job performance and employee retention is important. Hence, through the lens of organizational commitment theory and by analyzing a sample of 426 IT employees, this study attempted to explore the influence of SM usage on job performance and employee retention through knowledge sharing and organizational commitment. The significant outcomes of this study are as follows: (1) both work‐related and social‐related SM usage positively influence organizational commitment through knowledge sharing; (2) social media usage positively impacts job performance and employee retention by enhancing employee knowledge sharing capability and organizational commitment. Implications of this study provide meaningful insights for both academics and practitioners.

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The Influence of Social Media on Organizational Socialization

Cited by 30 publications

References 20 publications

Social media affordances in entry‐level employees’ socialization: employee agency in the management of their professional impressions and vulnerability during early stages of socialization

Social media affordances in entry‐level employees’ socialization: employee agency in the management of their professional impressions and vulnerability during early stages of socialization

Untitled

Impact of social media usage on job performance and employee retention: Role of knowledge sharing and organizational commitment

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