How social media usage affects employees’ job satisfaction and turnover intention: An empirical study in China

Zhang, Xin; Ma, Liang; Xu, Biao; Xu, Feng

doi:10.1016/j.im.2018.12.004

Cited by 198 publications

(210 citation statements)

References 68 publications

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“…On the other hand, it positively influences job satisfaction, which is in line with the findings of Demircioglu and Chen (2019), Demircioglu (2018) and Robertso and Kee (2017). Concerning the use of social media for personal purpose, the findings revealed no direct influences on both job satisfaction and job performance, which is in contrast with Brooks and Califf (2017) and Zhang et al (2019). For the relationship between job satisfaction and job performance, significant direct influence is noted.…”

Section: Figure 2 Social Media Sites Users' Numbers Source: Developementioning

confidence: 66%

“…Barnett et al (2019) argued that using social media for work purposes increases employees' job satisfaction. Surveying 298 employees in China, Zhang et al, (2019) found that the use of social media for both work-related and non-work-related purposes is positively associated with job satisfaction. Hayes et al, (2017) used McAfee's argument to examine whether a positive connection between work colleagues exist as a result of using Facebook to connect, the findings showed that employees' level of job satisfaction is positively correlated with Facebook intensity use among colleagues.…”

mentioning

confidence: 99%

“…As for the use of social media for work purpose, the items were borrowed from Gonzalez et al (2013). Regarding the use of social media for personal use, the items were adapted from Zhang et al (2019). Job satisfaction was measured using the modified scale that was developed by Moqbel and Aftab (2015).…”

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confidence: 99%

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Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

Alkhateeb

Abdalla

2020

MMI

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Social media has changed the modes of all aspects of business operations, particularly human resource management practices. Firms are increasingly using social media tools to facilitate information sharing among their employees in an attempt to improve the innovation process and firm performance. It is expected that using new information technologies such as social media will enable the firm to act proficiently on business opportunities and reconfigure human resources by utilizing networks to routinize the business's knowledge and innovation competencies. This study aims to examine how different purposes of social media use to influence employees' level of job performance directly or indirectly through job satisfaction as a mediator. Two purposes are identified: work-related purposes and personal purposes. A closed questions survey tool was used to gather the data from the employees of three leading organizations in the Tulkarm district. Two hundred eighty-two valid questionnaires were analyzed using SPSS and IBM SPSS Amos 24. The findings revealed that the impact of using social media for work purposes on job performance is fully mediated by job satisfaction, while social media use for personal purposes does not influence job performance directly nor indirectly. The current study enriches the available literature by examining social media use from two perspectives: work-related and personal purposes, thus added value to the available literature, particularly in the Palestinian context. Practically, managers could benefit from the work by adopting relevant strategies to guide this use in a way that motivate the employees towards achieving the goals of the organizations. Such as offering reliable internet services which may help in encouraging the employees or even attracting the ones who are not engaged yet in social media to start using it for work purposes, as for personal purposes, specific policies can be adopted to monitor this use within controls. The article recommends organizations to utilize and direct social media use for work purposes towards achieving the goals of the organizations. Keywords: communication, job satisfaction, performance, personal purposes, social media.

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Section: Figure 2 Social Media Sites Users' Numbers Source: Developementioning

confidence: 66%

mentioning

confidence: 99%

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Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

Alkhateeb

Abdalla

2020

MMI

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“…Due to its ubiquity and pervasiveness, social media usage invariably influences employees' work lives (Zhang et al, 2018); a better understanding of this influence is pivotal to meeting the challenges of maintaining a responsible, as well as successful, employer brand (Rokka et al, 2014; Stohl et al, 2017). Employees' competent social media utilization is crucial to ensuring a positive perception of the company in public, but simultaneously, employees' use of social media can at times be harmful to themselves, their co‐workers, and ultimately their employer's brand (Mainiero & Jones, 2013; Miles & Mangold, 2014; Walsh et al, 2016).…”

Section: Background and Research Gapsmentioning

confidence: 99%

Building better employer brands through employee social media competence and online social capital

Yoganathan

Osburg

Bartikowski

2021

Psychology and Marketing

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Despite the significant and increasing influence of social media on employees' work lives, there is limited focus on employees' social media competencies from an employer branding or internal marketing perspective. Building on social identity and social exchange theories, this paper links employees' social media competence to an increase in online brand citizenship behaviour and reduction in feelings of psychological contract violation towards their employer's brand. We also examine the distinct mediatory effects of two forms of online social capital—bonding mediates the influence of employee social media competence on online brand citizenship and feelings of psychological contract violation, whilst Bridging only mediates the effect of social media competence on feelings of psychological contract violation. In doing so, we contribute to extant literature in two ways: (1) Address the need for research on social media in relation to employer branding; and (2) highlight the importance of building employee‐to‐employee and employee‐to‐employer relationships by virtual means in the context of employer branding. Therefore, this paper responds to calls for research that advances more responsible approaches to employer branding and internal marketing; that is, approaches that take into account employee competencies (emphasise need for skill development) as well as wellbeing (emphasise need for support).

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“…e statistical results in this respect indicated Mobile Information Systems that no single factor was able to emerge; the highest covariance explained by one factor is 27.845%, which is less than the cut-off value of 50%. us, common method bias is not a serious concern [52].…”

Section: Reliability and Validity Analysismentioning

confidence: 99%

Mobile Users’ Self-Disclosure Behaviour on WeChat: Application of Social Cognitive Theory

Ding

Zhang

et al. 2020

Mobile Information Systems

Self Cite

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One of the most challenging issues confronting social media operators is how to increase users’ activity and self-disclosure behaviour. However, more and more users are lowering their disclosures on social media, such as WeChat in China. Using social cognitive theory as a starting point while utilizing mobile instant messaging software WeChat as an example, this paper studies the dynamics that influence users’ self-disclosure behaviour on WeChat from two aspects: individual factors and environment factors. A structural equation model is used to verify a conceptual model. The results show that, firstly, mobile users’ self-disclosure behaviour on WeChat can be affected by both individual factors and environment factors. Specifically, individual factors, such as privacy concerns, negatively affect users’ self-disclosure behaviour, while environmental factors, such as social influences, positively affect users’ self-disclosure behaviour. More importantly, the research points to significant differences in self-disclosure behaviour between mobile users of different genders and ages. As such, the conclusions of this paper should provide key information for optimized operation of WeChat and other mobile information systems.

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How social media usage affects employees’ job satisfaction and turnover intention: An empirical study in China

Cited by 198 publications

References 68 publications

Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

Building better employer brands through employee social media competence and online social capital

Mobile Users’ Self-Disclosure Behaviour on WeChat: Application of Social Cognitive Theory

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