Barriers and benefits of using social networking sites versus face-to-face meetings for sharing knowledge in professional societies

Al‐Busaidi, Kamla Ali; Ragsdell, Gillian; Dawson, Ray

doi:10.1504/ijbis.2017.10004396

Cited by 4 publications

(2 citation statements)

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“…Social media systems continue to be important for ICT professionals and ICT professional associations, providing new ways to communicate and interact for and with their members and stakeholders (Al-Busaidi, Ragsdell, & Dawson, 2017;Barrett, Davidson, Prabhu, & Vargo, 2015;Colomo-Palacios, Casado-Lumbreras, Soto-Acosta, & Misra, 2014). Evaluation of the operation and impact of social media are not straightforward.…”

Section: Discussionmentioning

confidence: 99%

Visualising the Social Media Conversations of a National Information Technology Professional Association

Palmer

2019

International Journal of Human Capital and Information Technology Professionals

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Social media systems are important for professional associations (PAs), providing new ways for them to interact with their members and stakeholders. Evaluation of the impact of social media is not straightforward. Here text analytics, specifically multidimensional scaling visualisation, is proposed as an approach for the characterisation of the large scale ‘conversations' occurring between an information and communication technology PA and its stakeholders via the Twitter social media system. In the case presented, there was found to be a significant level of congruence between the corresponding visualisations of tweets from the PA, and tweets to/about the PA, although differences were also observed. The new method proposed and piloted here offers a way for organisations to conceptualise, identify, capture and visualise the large-scale, ephemeral, text conversations about themselves on Twitter, and to assist them with key strategic uses of social media.

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Section: Discussionmentioning

confidence: 99%

Visualising the Social Media Conversations of a National Information Technology Professional Association

Palmer

2019

International Journal of Human Capital and Information Technology Professionals

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“…Finally, a company's decisions on whether to use SM and how to use these technologies in HRM depend on the availability of specialized HR and IT skills. The lack of awareness of SM benefits and dedicated technical staff have emerged as the main barriers to an effective adoption of SM within the organizations (Al-Busaidi et al , 2017). Furthermore, previous studies have shown that the presence of a structured HR department with dedicated and skilled HR professionals can facilitate the adoption of IT and usually leads to the long-term success of e-HRM (Parry and Tyson, 2011).…”

Section: Research Frameworkmentioning

confidence: 99%

Exploring types, drivers and outcomes of social e-HRM

Martini

Cavenago

Marafioti

2020

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PurposeThis paper explores the use of social media (SM) in Human Resource Management (HRM). Building on the configurational approach, the study investigates the existence of different configurations of social e-HRM, their consequences for the organizations and their predictors.Design/methodology/approachThis empirical study draws on a survey administered to HR directors of 176 companies operating in Italy. Two-step cluster analysis, test for variance and logistic regressions were employed for data analysis.FindingsThree social e-HRM configurations emerged – non-use, relational use and extended relational use – which distinguish different goals for using SM in HRM. The three configurations lead to similar outcomes for organizations, even if SM users, in general, enjoy greater success than non-users. Certain structural, strategic and HRM factors are systematically and variously associated with each configuration.Research limitations/implicationsThe study is based on cross-sectional research, and thus it is difficult to identify causal links between the variables. The study also relies on data collected in a specific national context, which limits the generalizability of the results.Practical implicationsThe study suggests that different and equally effective social e-HRM configurations exist and that their presence is predicted by specific structural, strategic and HRM factors.Originality/valueThe study contributes to an emerging and still scarce literature on types, drivers and outcomes of SM use in HRM.

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Oman

Al-Musawi¹

2018

E-Learning in the Middle East and North Africa (MENA) Region

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Barriers and benefits of using social networking sites versus face-to-face meetings for sharing knowledge in professional societies

Cited by 4 publications

References 63 publications

Visualising the Social Media Conversations of a National Information Technology Professional Association

Visualising the Social Media Conversations of a National Information Technology Professional Association

Exploring types, drivers and outcomes of social e-HRM

Oman

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