Can non-work-related social media use benefit the company? A study on corporate blogging and affective organizational commitment

Luo, Nianlong; Guo, Xunhua; Lu, Benjiang; Chen, Guoqing

doi:10.1016/j.chb.2017.12.004

Cited by 89 publications

(98 citation statements)

References 47 publications

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“…For instance, Jung and Sundar [28] explored the effect of three types of social media affordance on the gratification of users' needs based on UGT and proved the positive correlation between them. As a social media tool, ESM allows employees to engage in various activities, such as making posts, obtaining information, and communicating with others [29]. These activities gratify users their different types of needs through ESM from social, content, and hedonic aspects [12].…”

Section: Introductionmentioning

confidence: 99%

Excessive Enterprise Social Media Use Behavior at Work: Role of Communication Visibility and Perspective of Uses and Gratifications Theory

2020

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As the popularity of enterprise social media (ESM) increases in organizations, recent studies have shown that ESM may be excessively used at work, triggering negative consequences for employees and organizations. Drawing on uses and gratifications theory (UGT), we propose a theoretical model to test how the communication visibility-message transparency and network translucence-enabled by ESM affects employees' excessive use of ESM at work by satisfying their different needs (i.e., social, content, and hedonic needs); the gratifications of these needs are reflected through employees' perceived values, including perceived social, information, and hedonic values. We analyzed a valid sample consisted of 301 Chinese employees using ESM through smart-PLS to verify the model. The data analysis results indicate that both message transparency and network translucence are positively correlated with employees' perceived social, information, and hedonic values. Perceived social value and perceived information value exert positive influences on excessive ESM use by employees, whereas perceived hedonic value has no significant effect on employees' excessive use of ESM. The findings also show that the relationship between ESM communication visibility affordance and employees' excessive ESM use is fully mediated by their perceived social value and perceived information value. These findings enrich the existing research on ESM and excessive use behavior and help inspire organizations to guide and manage the use of ESM by employees.

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Section: Introductionmentioning

confidence: 99%

Excessive Enterprise Social Media Use Behavior at Work: Role of Communication Visibility and Perspective of Uses and Gratifications Theory

2020

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“…In contrast, hedonic use while having a negative effect on routine job performance was shown to have a reducing positive impact on innovative job performance (Ali-Hassan et al, 2015). Furthermore, quantitative research carried out in China on the blogging practices of employees working in a mobile telecommunication service provider found that employees' non-work-related corporate blogging practices increased employees' affective commitment, i.e., emotional attachment and participation in the organization (Luo, Guo, Lu, & Chen, 2018). Based on the above discussion, we hypothesise the following: H 3 : Employees using SNSs for emotional disclosure increase organizational knowledge.…”

Section: Emotional Disclosurementioning

confidence: 99%

The Impact of Using Social Networking Sites at Work on Organizational Knowledge

Akhlaq

Ali

Gul

2021

International Journal of Asian Business and Information Management

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Many of the employers fear a reduction in productivity when employees use social networking sites (SNSs) such as Facebook for non-work purposes during office hours. Employers then have started regulating SNSs usage at work, but extreme monitoring and blockage of SNSs can spoil the relationship between employers and employees and can negatively affect organizational knowledge (OK). Therefore, this study investigates the effect of using SNSs on OK by employees at work. Collecting data from employees working in national and multinational organizations and using structural equation modelling for data analysis, the results showed that using SNSs for business activities and for emotional disclosure enhanced OK. In contrast to these findings, work deviation caused using SNSs decreased OK but had no effect on productivity. Finally, the study concluded that the benefits of using SNSs at work are increasingly growing but require transparent policies to reduce employee distractions.

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“…Organizational commitment is the general emotional response of employees to the organization as a whole, which is usually expressed as an emotional dependence of employees on the organization [4]. Employees are reluctant to leave a enterprise not because of losing benefits such as pension, but because of their emotional dependence on the organization [5].…”

Section: Affective Organizational Commitmentmentioning

confidence: 99%

Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support

Li¹,

Yang²

2020

PBS

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Can non-work-related social media use benefit the company? A study on corporate blogging and affective organizational commitment

Cited by 89 publications

References 47 publications

Excessive Enterprise Social Media Use Behavior at Work: Role of Communication Visibility and Perspective of Uses and Gratifications Theory

Excessive Enterprise Social Media Use Behavior at Work: Role of Communication Visibility and Perspective of Uses and Gratifications Theory

The Impact of Using Social Networking Sites at Work on Organizational Knowledge

Effect of Organizational Justice on Affective Organizational Commitment: Mediating Role of Perceived Organizational Support

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