Web 2.0 and Communication Processes at Work: Evidence From China

Wong, Louie H.M.; Ou, Carol Xiaojuan; Davison, Robert M.; Zhu, Hui; Cheng, Zhang

doi:10.1109/tpc.2016.2594580

Cited by 27 publications

(24 citation statements)

References 29 publications

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“…According to a recent survey of European Union, approximately 27% of organizations use the ESM technology for their employees [31], [32]. Hence, scholars have begun to explore the consequences and implications of ESM usage in the workplace [1], [33]. For instance, Wong et al [33] proposed that the frequent use of the ESM technology increases communication, which in turn improves employee work performance.…”

Section: Literature Review a Esm Usage In The Workplacementioning

confidence: 99%

“…Hence, scholars have begun to explore the consequences and implications of ESM usage in the workplace [1], [33]. For instance, Wong et al [33] proposed that the frequent use of the ESM technology increases communication, which in turn improves employee work performance. Similarly, Song et al [1] conducted a study on a large financial company and found that ESM (DingTalk) usage has a significant effect on an individual or team performance.…”

Section: Literature Review a Esm Usage In The Workplacementioning

confidence: 99%

“…For instance, managers can use the metaknowledge of their employees in a specific task and benefit from the expertise of their coworkers. ESM usage improves the awareness of communication content, which then enhances knowledge sharing [33], [48], [62]. As specified earlier, the previous information of other workmates increases meta-knowledge, which is expected to further increase ESM usage.…”

Section: B Meta-knowledge and Employee Agilitymentioning

confidence: 99%

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Improving Employee Agility Using Enterprise Social Media and Digital Fluency: Moderated Mediation Model

et al. 2020

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The usage of enterprise social media (ESM) has rapidly increased in the workplace. Firms adopt the ESM platform for the knowledge sharing and work-related communication of employees. However, the efficient use of the ESM technology in the workplace remains a challenge for organizations and business leaders. Previous studies have inconsiderably focused on this domain of research. The existing research investigates the influence of ESM usage on employee agility through meta-knowledge considering the moderation role of digital fluency. Using 263 responses from Chinese employees, this study investigates how ESM usage improves employee agility through meta-knowledge. Results confirm that organizations can improve the meta-knowledge of employees through investment in the ESM technology and that ESM usage is significantly related to individual agility via meta-knowledge. Digital fluency strengthens the relationship between ESM usage and employee agility and supports the correlation between ESM usage and employee agility via meta-knowledge. Finally, on the basis of the results, the theoretical and managerial implications of the study are discussed. INDEX TERMS Meta-knowledge, digital fluency, employee agility, ESM usage.

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Section: Literature Review a Esm Usage In The Workplacementioning

confidence: 99%

Section: Literature Review a Esm Usage In The Workplacementioning

confidence: 99%

Section: B Meta-knowledge and Employee Agilitymentioning

confidence: 99%

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Improving Employee Agility Using Enterprise Social Media and Digital Fluency: Moderated Mediation Model

et al. 2020

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“…Existing research on ESM mainly focuses on how ESM functions as organizational tools that support communication, collaboration and especially knowledge sharing (Rice et al , 2017; Treem and Leonardi, 2012). For example, Wong et al (2016) indicated that the use of social media at work can improve vertical and horizontal communication among employees. Huang et al (2015) argued that enterprise blogs can increase the rate of problem solving, help employees gain access to knowledge experts and reduce the costs of internal communication.…”

Section: Literature Reviewmentioning

confidence: 99%

How do enterprise social media affordances affect social network ties and job performance?

Chen

Wei

Davison³

et al. 2019

ITP

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Purpose The purpose of this paper is to investigate how four enterprise social media (ESM) affordances (visibility, association, editability and persistence) affect social network ties (instrumental and expressive), which, in turn, influence the in-role and innovative job performance of employees. Design/methodology/approach A survey of 251 ESM users in the workplace in China was conducted. Findings All four affordances are positively associated with instrumental ties, yet only the association and editability affordances are positively related to expressive ties. Although instrumental and expressive ties are positively related to in-role and innovative job performance, instrumental ties exert stronger effects on in-role job performance, whereas expressive ties show stronger effects on innovative job performance. Research limitations/implications First, additional relevant affordances should be included in an expanded model. Second, future research could examine how patterns of affordances use (unrelated, or hierarchically or sequentially related) affect organizational network ties. Third, there are likely (many) other exogenous factors affecting the model’s relationships. Fourth, the data collected are self-reported. Practical implications This study advances the theoretical understanding of the role of ESM affordances in the workplace, especially through their influences on network ties. The findings can guide organizations on how to emphasize ESM affordances to foster instrumental and expressive ties to improve the job performance of employees. Originality/value First, it provides novel views on affordance theory in ESM contexts by empirically testing four central affordances, thereby further providing preliminary evidence for prior theoretical propositions by confirming that social media affordances might be associated with or influence relational ties. Second, the study integrates an affordance lens and a social network perspective to investigate employees’ perceived performance behavior. Including social network ties can offer a more detailed understanding of the underlying processes of how ESM affordances can and do affect job performance. Third, it supports the validity of distinguishing instrumental and expressive ties in ESM contexts, thus offering a possible explanation for the inconsistencies in prior research on the impact of social networks on employee outcomes. Finally, it also shows how two kinds of organizational performance (in-role and innovative) are somewhat differentially influenced by affordances and network ties.

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“…The example of China [26] highlights that vertical and horizontal communications are positively associated with using social media, also bearing in mind individual and team performance. The four-layer version of the CEF (communicative ecology framework) consists of the technological layer (social media), the discursive layer (the content of the communication), individuals as a separate layer, and the social environment.…”

Section: Literature Reviewmentioning

confidence: 99%

Personnel Management Digital Model Based on the Social Profiles’ Analysis

Barykin

Kalinina

Александров

et al. 2020

Journal of Open Innovation: Technology, Market, and Complexity

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This paper examines a new approach to defining the task of personnel management in the digital age, taking into account the fundamental changes in internal communications stemming from an increasing use of digital platforms such as intranet, blogs, bulletin boards, instant messaging, and social networking sites. Personnel social media presence plays internal communication roles and thus relates to technologies of social profile analysis regarding employee interaction within the digital economy. The research aims at examining the task of personnel management based on data deriving from social media, for instance social networking sites and other social media tools, with the development of a relevant model for personnel management assessment. It could be shown that communication becomes one of the important aspects of personnel management, which consists of, i.e., human resources planning, recruitment, onboarding, assessment of individual work effects, as well as staff training, rewarding and motivating employees. Effective communication is a prerequisite for carrying out the above-mentioned tasks and performing work effectively. This means that the digital management of personnel can be viewed as a complex task, assuming that organizations operate less by using any formal connections and more by instilling in employees such feelings as feeling inspired, technologically advanced, and proud (on the basis of social media analytics). This paper presents theoretical foundations for developing a model for personnel management with consideration of the distinct employee features based on social media data and included in the assessment process. This allows the same approaches to be used for future research and modeling for assessing team effectiveness. In this paper, a methodological and instrumental solution to the current problem of creating the most effective work team in a digital ecosystem is proposed. The tools proposed to make it possible to create the most potentially effective work team based on the automated processing of natural information contained online on social profiles of potential members of the work team. At the same time, the level of communication compatibility acts as the criterion for the potential effectiveness of the work team. This is an innovative solution for the existing method of managing personnel.

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Web 2.0 and Communication Processes at Work: Evidence From China

Cited by 27 publications

References 29 publications

Improving Employee Agility Using Enterprise Social Media and Digital Fluency: Moderated Mediation Model

Improving Employee Agility Using Enterprise Social Media and Digital Fluency: Moderated Mediation Model

How do enterprise social media affordances affect social network ties and job performance?

Personnel Management Digital Model Based on the Social Profiles’ Analysis

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