The relationship between social media co-worker connections and work-related attitudes

Schmidt, Gordon B.; Lelchook, Ariel; Martin, James E.

doi:10.1016/j.chb.2015.09.045

Cited by 55 publications

(36 citation statements)

References 27 publications

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“…In Schmidt, Lelchook, and Martin (2016), the authors found that individuals primarily use social media to gain and share information and to develop and sustain relationships.…”

Section: Social Media Within Vhrd For Informal Learning Opportunitiesmentioning

confidence: 99%

“…Individuals may receive information benefits through the ability to find work-related resources online as well as the capability to reach out for needed information (Schmidt et al, 2016). Hence, utilizing these opportunities can potentially increase learning and collaboration in the workplace.…”

Section: Social Media Within Vhrd For Informal Learning Opportunitiesmentioning

confidence: 99%

“…Each has specific job responsibilities and levels of expertise and requires different types of training to meet their needs. In Schmidt et al (2016), the authors found that an individual primarily uses social media for two reasons: to gain and show information and to develop and sustain relationships. Also, an individual shares material on social media that he usually may not have the opportunity to tell others.…”

Section: Individual Factorsmentioning

confidence: 99%

“…It is important to note that when choosing to implement social media into workplace e-learning, a climate must exist where knowledge sharing and interaction will be positive and that the elearning tools are designed to provide "scalable, standardized courses that achieve reliable, sustainable results" (Fiehl, 2012, p. 25). Schmidt et al (2016) concluded that the percentage of colleague social media connections was positively linked to the perceived organizational support and organizational spontaneity. Therefore, employees had higher workplace social media connections when they felt their employer cared about them and their workplace contributions (Schmidt et al, 2016).…”

Section: Organizational Factors and Vhrdmentioning

confidence: 99%

“…Schmidt et al (2016) concluded that the percentage of colleague social media connections was positively linked to the perceived organizational support and organizational spontaneity. Therefore, employees had higher workplace social media connections when they felt their employer cared about them and their workplace contributions (Schmidt et al, 2016). Cheng et al (2012) used the expectancy theory and the role of environmental factors to examine employees' motivation to use an e-learning platform.…”

Section: Organizational Factors and Vhrdmentioning

confidence: 99%

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Virtual human resource development in the United States Navy : a qualitative study of how Navy Service Members advance their professional knowledge through informal learning using Navy-related social media tools

Greenlund¹

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The purpose of this study was to explore how Navy active duty service members advance professional knowledge through informal learning using Navy-related social media tools. Two research questions were utilized: a. How do Navy service members advance their professional knowledge through informal learning by interacting with peers within Navy-related social media tools?, b. How do Navy service members advance their professional knowledge through informal learning interacting with digital objects within Navy-related social media tools? Data included ten semi-structured, in-depth interviews and field notes. Data analysis was conducted through general inductive analysis and constant comparison. Findings showed that service members advanced professional knowledge by interacting with their peers through reducing organizational hierarchy barriers, learning vicariously through others, recognizing who has credible information, and translating Navy-speak. Interacting with digital objects encouraged service members to advance professional knowledge through following learning pathways enabled by links, adding incremental additive knowledge through visuals, adopting transmitted culture, and not reinventing the wheel for posts and templates. From the findings, three prominent conclusions were drawn: Social media facilitates many types of informal learning characteristic of VHRD that are critical for service member professional development; A hybrid of Navy culture and the specific social media group's values supports cultural relevancy and flexibility to assist informal learning and developing into VHRD; A media-rich environment enables informal learning through Navy-related social media leading to professional development of self and others outside of the platform through learning transfer.

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“…In Schmidt, Lelchook, and Martin (2016), the authors found that individuals primarily use social media to gain and share information and to develop and sustain relationships.…”

Section: Social Media Within Vhrd For Informal Learning Opportunitiesmentioning

confidence: 99%

Section: Social Media Within Vhrd For Informal Learning Opportunitiesmentioning

confidence: 99%

Section: Individual Factorsmentioning

confidence: 99%

Section: Organizational Factors and Vhrdmentioning

confidence: 99%

Section: Organizational Factors and Vhrdmentioning

confidence: 99%

See 3 more Smart Citations

Virtual human resource development in the United States Navy : a qualitative study of how Navy Service Members advance their professional knowledge through informal learning using Navy-related social media tools

Greenlund¹

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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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Employee Boundary Management Practices and Challenges

Zhao

2023

The Palgrave Handbook of Fulfillment, Wellness, and Personal Growth at Work

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The relationship between social media co-worker connections and work-related attitudes

Cited by 55 publications

References 27 publications

Virtual human resource development in the United States Navy : a qualitative study of how Navy Service Members advance their professional knowledge through informal learning using Navy-related social media tools

Virtual human resource development in the United States Navy : a qualitative study of how Navy Service Members advance their professional knowledge through informal learning using Navy-related social media tools

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

Employee Boundary Management Practices and Challenges

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