The Relationship Between Workplace E-Mail Privacy and Psychological Contract Violation, and Their Influence on Trust in Top Management and Affective Commitment

Snyder, Jason; Cistulli, Mark

doi:10.1080/08824096.2011.565270

Cited by 10 publications

(19 citation statements)

References 20 publications

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“…AOC has been linked to workplace e-mail privacy (Snyder and Cistulli, 2011). In this study, workers who felt less e-mail privacy also reported feeling less AOC.…”

Section: Organizational Citizenship Behavior(s)mentioning

confidence: 67%

“…Similar to previous workplace e-mail privacy research (e.g. Snyder and Cistulli, 2011), the present study uses CPM as the lens through which it will explore workers' perceptions of social media privacy and how that relates to perceived supervisor and subordinate trust, OCB and AOC.…”

Section: Communication Privacy Management Theory (Cpm)mentioning

confidence: 99%

“…Extant research using a CPM perspective has demonstrated that violations of e-mail privacy lead to lower quality workplace relationships with supervisors and subordinates. In other words, when workers believe their organizations have gained unwanted access to the content of their workplace e-mail, they lose trust in their supervisors and subordinates (Snyder and Cistulli, 2011;Snyder and Cornetto, 2009). Is the same true for social media content?…”

Section: Communication Privacy Management Theory (Cpm)mentioning

confidence: 99%

“…Recent studies have shown that varying levels of privacy relate to varying levels of trust in a person's supervisor (Snyder and Cistulli, 2011). Petronio (2013) suggested that people reveal information to their relational partners and if violation occurs, a rebalancing of personal boundaries may occur (Petronio, 2013).…”

Section: Trust In Workplace Relationshipsmentioning

confidence: 99%

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Social media efficacy and workplace relationships

Snyder

Cistulli

2020

CCIJ

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PurposeWith the increase of social media usage in the workplace as a background, this paper specifically addresses social media efficacy's and social media privacy's impact on supervisor and subordinate trust, affective organizational commitment (AOC) and organizational citizenship behavior (OCB) through the theoretical lens of communication privacy management (CPM) theory.Design/methodology/approachAn online survey of 337 full- and part-time workers was conducted.FindingsPath models showed that social media efficacy positively influenced social media privacy which in turn impacted both supervisor trust and subordinate trust. Supervisor trust was positively related to AOC, while subordinate trust positively influenced OCB. t-tests revealed differences between workers who have social media relationships with supervisors and/or subordinates and those workers without such relationships.Practical implicationsIf workers believe they are adept at using social media, they will also be less concerned about the company's ability to infringe upon privacy through unwanted access to social media content. If social media efficacy drives perceptions of social media privacy and indirectly influences trust and organizational outcomes then it may be worthwhile for organizations to help enhance workers' feelings of social media efficacy through professional development programs.Originality/valueThis study is the first to extend research on workplace communication privacy into the realm of social media. Social media relationships also influence the work environment. These findings can be used as information in future research as well as policy development and professional development programs.

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“…AOC has been linked to workplace e-mail privacy (Snyder and Cistulli, 2011). In this study, workers who felt less e-mail privacy also reported feeling less AOC.…”

Section: Organizational Citizenship Behavior(s)mentioning

confidence: 67%

Section: Communication Privacy Management Theory (Cpm)mentioning

confidence: 99%

Section: Communication Privacy Management Theory (Cpm)mentioning

confidence: 99%

Section: Trust In Workplace Relationshipsmentioning

confidence: 99%

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Social media efficacy and workplace relationships

Snyder

Cistulli

2020

CCIJ

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“…As a result, much research on such behavior has been devoted to understanding its antecedents, such as organizational justice (Lara, 2006(Lara, , 2007Lim, 2002;Lim & Teo, 2006), organizational sanctions (Henle & Blanchard, 2008;Lara et al, 2006), and stress and boredom (Henle & Blanchard, 2008). Stemming from the literature of organizational surveillance (Sewall & Barker, 2006), another line of research has explored the theoretical mechanism of workplace electronic surveillance and its panoptic effects (Botan, 1996;D'Urso, 2006), and privacy expectations and management by organizational members (Allen, Walker, Coopman, & Hart, 2007;Snyder & Cistulli, 2011).…”

mentioning

confidence: 99%

Understanding the Wired Workplace: The Effects of Job Characteristics on Employees' Personal Online Communication at Work

Jian

2013

Communication Research Reports

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As organizations increasingly embrace Internet technologies in daily work activities, an unintended consequence is the growing personal Internet use by employees. This study examines the association between job characteristics and a particular form of personal Internet use at work, personal online communication (POC). The study analyzes data of the 2008 Networked Workers Survey sponsored by the Pew Internet & American Life Project. The results demonstrate that job characteristics explain a large, significant portion of the variance of POC at work. The findings suggest that for jobs with high knowledge intensity, managing POC could be approached from a work-life balance perspective. The study also suggests that changes in work structure, job variety, and autonomy could have significant implications for managing POC activities in the wired workplace.

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