Impact of using social network services on workplace ostracism, job satisfaction, and innovative behaviour

Negative Consequences of Using Social Networks at the Workplace from the Point of View of the Sports and Youth Departments Staff

“…The results of the current study showed that the application of social networks at the workplace had a positive and significant effect on ostracism by the employees of the Sport and Youth Department of Golestan Province. This result was consistent with those of Chung & Kim [7]. Ostracism is part of human life, since it is a common phenomenon that individuals can experience in different situations such as organizational and work environments.…”

“…Ostracism usually results in negative behavioral consequences, since it creates a sense of personal and social anger. According to Chung & Kim, ostracism at the workplace can simultaneously endanger four basic needs of self-confidence, need for membership, need for control, and the need for meaningfulness of the job [7]. Ostracism at workplace is often perceived as an ostracism by colleagues and ostracism by supervisors.…”

“…Data Collection and Instruments. To collect data, some questionnaires were employed including the use of social networks at workplace by Barker et al [7], job inattention questionnaire by Zwarun & Hall [23], lack of time management by Landers & Callan [19] and Ostracism by Chung & Kim [7]. The questionnaires of using social networks at workplace, job inattention, lack of time management, and ostracism had eight, two, two, and ten items, respectively, which were assessed based on a five-point Likert scale (from 1 as strongly disagree to 5 as strongly agree).…”

“…Two different types of social networks used by organizations are internal and external social networks. Internal social networks are tools to manage communications and knowledge within the organization tailored to the needs and characteristics of the organization [7]. External social networks including Facebook and Instagram have applications beyond organizational issues, but can also be used in organizations to address customer responses, product and service advertising, and consumer engagement [8].…”

“…Chung & Kim found that the employment of social networks in organizations led to increased ostracism. Another part of the research results showed that ostracized employees used social networks to communicate with other colleagues rather than face-to-face [7] contacts. The study by Moqbel & Kock on different information technology companies found that the employment of social networks by employees of these organizations led to job inattention and loss of positive emotions toward the job [24].…”