Social networks and academic performance self-perception in business sciences students

Abstract

Considering that individuals and organizations for different activities increasingly use social networks (SN), this paper seeks to describe the level of usefulness that business sciences university students find in them, and the impact thereof on their Academic Performance self-perception (APS). The results show that in both Mexico and Spain, the target audience considers that SN are useful for academic topics, this being more noticeable in the first country; Likewise, APS is better in Mexican students. On the other hand, using linear regressions as a statistical technique, in both nations was found that the more usefulness obtained from the SN, the higher students’ APS, which turned out more noticeable in the Spanish case. In today’s world, where thanks to information and communication technologies (ICTs), there are high possibilities for interconnection between people and organizations, these findings are of interest to universities, government bodies and companies because they all offer products and/or services to a public who needs to feel that the former know more and learn about them better, for which SN become a current and versatile tool for dissemination.

Trust as a mechanism to improve organizational performance

“…In the rapid pace of transformation in the context of industries, which has forced many organizations to become increasingly competitive today (Lynn, Laosirihongthong, and Chan, 2006), trust appears to be a paramount element in achieving this goal.…”

“…On the other hand, organizational learning is based on the commitment to learning, the shared vision and the open mindset established by senior management. The above three dimensions of learning relate to the commitment of the collaborator, i.e., people who are more committed to themselves and the organization are more likely to contribute positively to teamwork and organizational outcomes (Lynn et al, 2006).…”

“…Individual learning and team learning bear positive effects on organizational learning, as individuals and teams donate their knowledge and experiences to improve the organization (Lynn et al, 2006).…”

“…occur (Lynn et al, 2006). This is explained because when people feel safe about their environment and relationships with their peers, they tend to give their knowledge and time to share it, enabling the group to learn through individual knowledge and experience.…”

“…The scale for the COMM variable is nineitem and one-dimensional, and corresponds to the development by Mowday et al, and used by Cabrera and Urbiola (2012). The scale selected to measure CAO was taken from the dimension "Commitment of the Organization to Learning", it is six-item, the constituent dimension of the variable "Learning", used by Lynn et al (2006). The TRUST variable was measured with the seven-item "Trust in Organization" scale used by Schwepker and Good (2012).…”