Volume 8, Issue 3 (11-2021)
Human Information Interaction 2021, 8(3): 30-40 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Mirmehdi S M, Jafari F. nvestigating the Effect of Undue Use of Social Media in the Workplace on Job Performance of Iranian Telecommunication Company Employees. Human Information Interaction 2021; 8 (3)
URL: http://hii.khu.ac.ir/article-1-2975-en.html
URL: http://hii.khu.ac.ir/article-1-2975-en.html
department of management, University of Malayer, Malayer, Iran.
Abstract: (3789 Views)
Purpose: The purpose was to investigate the effect of excessive use of social media in the workplace on employees' job performance.
Methodology: This study is an applied research. Population includes all government employees through Nov. 2020 to April 2021. A 19-item questionnaire was used to collect and assess the current situation. Validity and reliability was confirmed. Structural equations have been used to investigate the relationships between the components of the model. LISREL software was used to examine the hypotheses.
Findings: Findings have shown that excessive social use (rendering t-statistic of 4.24) and excessive cognitive use of social media in the workplace (according to t-statistic of 2.92 ) have a positive relationship with media fatigue, but hedonistic use has no effect on social media fatigue. Social media fatigue also has a positive relationship with employees' job performance (Based on t-statistic of 7.13). Also, according to z statistic (2.70) social media fatigue plays a mediating role in the relationship between excessive cognitive use of social media in the workplace and employees' job performance. Further, social media fatigue has a mediating role (giving z statistic of 3.64) in the relationship between excessive social use of social media in the workplace and employees' job performance. But social media fatigue does not mediate the effect of hedonistic use on employees' job performance.
Conclusion: Conferring unnecessary use of social media includes three dimensions. The role of these dimensions in influencing fatigue and job performance was examined and it was found that each of these dimensions has a different effect on fatigue and job performance. Therefore, this issue helps to theoretically understand the relationship between excessive use of social media and job performance, as well as for managers to formulate policies related to t
Methodology: This study is an applied research. Population includes all government employees through Nov. 2020 to April 2021. A 19-item questionnaire was used to collect and assess the current situation. Validity and reliability was confirmed. Structural equations have been used to investigate the relationships between the components of the model. LISREL software was used to examine the hypotheses.
Findings: Findings have shown that excessive social use (rendering t-statistic of 4.24) and excessive cognitive use of social media in the workplace (according to t-statistic of 2.92 ) have a positive relationship with media fatigue, but hedonistic use has no effect on social media fatigue. Social media fatigue also has a positive relationship with employees' job performance (Based on t-statistic of 7.13). Also, according to z statistic (2.70) social media fatigue plays a mediating role in the relationship between excessive cognitive use of social media in the workplace and employees' job performance. Further, social media fatigue has a mediating role (giving z statistic of 3.64) in the relationship between excessive social use of social media in the workplace and employees' job performance. But social media fatigue does not mediate the effect of hedonistic use on employees' job performance.
Conclusion: Conferring unnecessary use of social media includes three dimensions. The role of these dimensions in influencing fatigue and job performance was examined and it was found that each of these dimensions has a different effect on fatigue and job performance. Therefore, this issue helps to theoretically understand the relationship between excessive use of social media and job performance, as well as for managers to formulate policies related to t
Keywords: Social Media, Excessive use of Social Media, Job Performance, Excessive enjoyment Use, Excessive Cognitive Use.
References
1. Alalwan, A. A., Rana, N. P., Dwivedi, Y. K., & Algharabat, R. (2017). Social media in marketing: A review and analysis of the existing literature. Telematics and Informatics. 34(7), 1177-1190. [DOI:10.1016/j.tele.2017.05.008]
2. Baker, T. B., Piper, M. E., McCarthy, D. E., Majeskie, M. R., & Fiore, M. C. (2004). Addiction motivation reformulated: An affective processing model of negative reinforcement. Psychological Review. 111(1), 33-51. [DOI:10.1037/0033-295X.111.1.33] [PMID]
3. Brooks, S. (2015). Does personal social media usage affect efficiency and well-being?". Computers in Human Behavior. 46, 26-37. [DOI:10.1016/j.chb.2014.12.053]
4. Cao, X., Guo, X., Vogel, D., & Zhang, X. (2016). Exploring the influence of social media on employee work performance. Internet Research. 26(2), 529-545. [DOI:10.1108/IntR-11-2014-0299]
5. Cao, X., & Yu, L. (2019). Exploring the influence of excessive social media use at work: A three-dimension usage perspective. International Journal of Information Management. 46, 83-92. [DOI:10.1016/j.ijinfomgt.2018.11.019]
6. Choi, C. H., Kim, T. T., Lee, G., & Lee, S. K. (2014). Testing the stressor-strain-outcome model of customer-related social stressors in predicting emotional exhaustion, customer orientation and service recovery performance. International Journal of Hospitality Management. 36, 272-285. [DOI:10.1016/j.ijhm.2012.09.009]
7. Dhir, A., Kaur, P., Chen, S., & Pallesen, S. (2019). Antecedents and consequences of social media fatigue. International Journal of Information Management. 48, 193-202. [DOI:10.1016/j.ijinfomgt.2019.05.021]
8. Grise, M.-L., & Gallupe, R. B. (1999). Information overload: Addressing the productivity paradox in face-to-face electronic meetings. Journal of Management Information Systems. 16(3), 157-185. [DOI:10.1080/07421222.1999.11518260]
9. Halbesleben, J. R., & Wheeler, A. R. (2011). I owe you one: Coworker reciprocity as a moderator of the day‐level exhaustion-performance relationship. Journal of Organizational Behavior. 32(4), 608-626. [DOI:10.1002/job.748]
10. Harwood, J., Dooley, J. J., Scott, A. J., & Joiner, R. (2014). Constantly connected-The effects of smart-devices on mental health. Computers in Human Behavior. 34, 267-272. [DOI:10.1016/j.chb.2014.02.006]
11. Hobfoll, S. E. (2001). The influence of culture, community, and the nested‐self in the stress process: Advancing conservation of resources theory. Applied Psychology. 50(3), 337-421. [DOI:10.1111/1464-0597.00062]
12. Kaplan, A. M., & Haenlein, M. (2011). Two hearts in three-quarter time: How to waltz the social media/viral marketing dance. Business horizons. 54(3), 253-263. [DOI:10.1016/j.bushor.2011.01.006]
13. Karr-Wisniewski, P., & Lu, Y. (2010). When more is too much: Operationalizing technology overload and exploring its impact on knowledge worker productivity. Computers in Human Behavior. 26(5), 1061-1072. [DOI:10.1016/j.chb.2010.03.008]
14. Lee, S. B., Lee, S. C., & Suh, Y. H. (2016). Technostress from mobile communication and its impact on quality of life and productivity. Total Quality Management & Business Excellence. 27(7-8), 775-790. [DOI:10.1080/14783363.2016.1187998]
15. Maier, C., Laumer, S., Eckhardt, A., & Weitzel, T. (2012). When social networking turns to social overload: explaining the stress, emotional exhaustion, and quitting behavior from social network sites' users, European Conference on Information Systems Proceedings. 5)9(, 49-71.
16. Mansi, G., & Levy, Y. (2013). Do instant messaging interruptions help or hinder knowledge workers' task performance?. International Journal of Information Management. 33(3), 591-596. [DOI:10.1016/j.ijinfomgt.2013.01.011]
17. Sherman, B. (2009). When the bird tweets, does anyone learn. Chief Learning Officer. 8 (8), 36-39.
18. Van Zoonen, W., van Zoonen, W., Verhoeven, J., W.,Verhoeven, J. W., Vliegenthart, R., & Vliegenthart, R. (2016). Social media's dark side: Inducing boundary conflicts. Journal of Managerial Psychology. 31(8), 1297-1311. [DOI:10.1108/JMP-10-2015-0388]
19. Wang, C., Lee, M. K., & Hua, Z. (2015). A theory of social media dependence: Evidence from microblog users. Decision Support Systems. 69, 40-49. [DOI:10.1016/j.dss.2014.11.002]
20. Whiting, A., & Williams. D. (2013). Why people use social media: a uses and gratifications approach, Qualitative Market Research: An International Journal. 16)4(,1-25. [DOI:10.1108/QMR-06-2013-0041]
21. Wu, L. (2013). Social network effects on productivity and job security: Evidence from the adoption of a social networking tool. Information Systems Research, 24(1), 30-51. [DOI:10.1287/isre.1120.0465]
22. Yu, L., Cao, X., Liu, Z., & Wang, J. (2018). Excessive social media use at work", Information technology & people. 31(6), 1091-1112. [DOI:10.1108/ITP-10-2016-0237]
23. Zhang, X.Y., Gao, Y., Chen, H., Sun, Y., & De-Pablos, P.O. (2015). Enhancing creativity or wasting time? The mediating role of adaptability on social media-job performance relationship. Pacific Asia Conference on Information Systems.
24. Zheng, X., & Lee, M.K.O. (2016). Excessive use of mobile social networking sites: negative consequences on individuals. Computers in Human Behavior. 65, 65-76. [DOI:10.1016/j.chb.2016.08.011]
Send email to the article author
| Rights and permissions | |
 | This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. |
