Seyed Mehdi Mirmehdi, Mr Fakhreddin Jafari,
Volume 8, Issue 3 (11-2021)
Abstract
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
