Social Network Services Management and Risk of Doocing. Comment on Kim, S.; Park, H.; Choi, M.J. “Negative Impact of Social Network Services Based on Stressor-Stress-Outcome: The Role of Experience of Privacy Violations. Future Internet 2019, 11, 137”

Abstract

In light of the recent work by Kim and colleagues about Social Network Service (SNS), examining the individual and SNS characteristics as predictors of SNS fatigue, we hypothesize to enlarge their model to the job context. SNS is a relevant issue in occupational life as employers use it to have a deeper knowledge of their employees and as a tool of corporate communication. Employees can use SNS as a social platform and as a way to express discontent. In this latter case, the organization can implement a disciplinary procedure toward employees, known as doocing. The perception of privacy violation is strictly related to the fear and awareness of doocing, which in turn can predict SNS fatigue as well. So, it could be worthwhile to extend Kim and colleagues’ model to the workplace with particular attention to the doocing phenomenon.

Can an Abusive Supervision Be a Predictor of Doocing? Comment on Akram, Z.; Li, Y.; Akram, U. When Employees Are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective. Int. J. Environ. Res. Public Health 2019, 16, 3300

“…Indeed, when a worker on social media talks about colleagues or supervisors or the organization in bad terms or expressing dislike, the online reputation of the entire organization can be damaged. This behavior and its possible consequence can be framed in terms of doocing , which is defined as job termination caused by illicit or inappropriate behavior on social media that does not fit with the corporate policies [ 4 , 5 , 6 ].…”

“…This is not to underestimate the need for a social media use training, which should be provided by organizations for all the employees [ 6 , 10 ]; in order to increase the awareness on the themes of online privacy and reputation management.…”