پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 158 |
| تعداد شماره‌ها | 6,226 |
| تعداد مقالات | 67,708 |
| تعداد مشاهده مقاله | 115,012,788 |
| تعداد دریافت فایل اصل مقاله | 89,696,885 |
بررسی تأثیر استفاده از رسانه‌های اجتماعی توسط کارکنان بر عملکرد شغلی آنان با نقش میانجی خلاقیت | ||
| بررسی‌های مدیریت رسانه | ||
| مقاله 5، دوره 1، شماره 4، 1401، صفحه 489-505 اصل مقاله (767.83 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/mmr.2023.355574.1041 | ||
| نویسندگان | ||
| سید مهدی میرمهدی* 1؛ فخرالدین جعفری2؛ شکراله مردانه3 | ||
| 1استادیار، گروه مدیریت بازرگانی، دانشکده ادبیات و علوم انسانی، دانشگاه ملایر، ملایر، ایران. | ||
| 2کارشناس ارشد، گروه مدیریت، دانشکده ادبیات و علوم انسانی، دانشگاه ملایر، ملایر، ایران. | ||
| 3دانشجوی کارشناسی ارشد، گروه مدیریت بازرگانی، دانشکده ادبیات و علوم انسانی، دانشگاه ملایر، ملایر، ایران. | ||
| چکیده | ||
| هدف: هدف از این پژوهش مطالعه و بررسی تأثیر استفاده از رسانه‌های اجتماعی در محل کار، بر خلاقیت کارکنان و عملکرد شغلی آنان است. روش: به‌لحاظ هدف، این پژوهش کاربردی و جامعه در دست بررسی آن، کلیه کارکنان شرکت مخابرات ایران بوده است. جهت سنجش متغیرها و جمع‌آوری داده‌ها، از پرسش‌نامه 21 سؤالی استاندارد استفاده شد که روایی و پایایی آن به تأیید رسید. در این پژوهش داده‌ها به روش میدانی جمع‌آوری شده است. با استفاده از روش نمونه‌گیری در دسترس، در نهایت 218 پرسش‌نامه تجزیه‌وتحلیل شد. جهت بررسی روابط بین اجزای مدل، از معادلات ساختاری استفاده شد. تجزیه‌وتحلیل فرضیه‌ها نیز با استفاده از نرم‌افزار لیزرل انجام گرفت. یافته‌ها: یافته‌ها حاکی از آن است که استفاده اجتماعی از رسانۀ اجتماعی در محل کار، استفاده شناختی از رسانه‌های اجتماعی در محل کار و استفاده لذت‌جویانه، با خلاقیت کارکنان رابطه‌ای مثبت دارد. خلاقیت کارکنان نیز رابطه‌ای مثبتی با عملکرد شغلی کارکنان دارد. همچنین، خلاقیت کارکنان در رابطه بین استفاده از رسانه‌های اجتماعی در محل کار و عملکرد شغلی کارکنان نقش میانجی دارد. نتیجه‌گیری: در این پژوهش تلاش شد که ارتباط بین ابعاد استفاده از رسانه‌های اجتماعی، خلاقیت و عملکرد شغلی بررسی شود. از ابعاد استفاده از رسانه‌های اجتماعی (لذت‌جویانه، شناختی، اجتماعی) در محل کار، به‌جای مفهوم کلی رسانه‌های اجتماعی استفاده شد. نتایج یافته‌ها نشان داد که هر سه بُعد استفاده از رسانه‌های اجتماعی بر خلاقیت کارکنان تأثیرگذار است؛ از این رو در سازمان‌ها، به‌خصوص در محیط‌های کاری که خلاقیت و نوآوری از اهمیت فراوانی برخوردار است، استفاده از رسانه‌های اجتماعی لازم است. | ||
| کلیدواژه‌ها | ||
| رسانۀ اجتماعی؛ عملکرد شغلی؛ خلاقیت کارکنان؛ استفاده شناختی | ||
| عنوان مقاله [English] | ||
| Investigating the Impact of Social Media Use by Employees on Their Job Performance with the Mediating Role of Creativity | ||
| نویسندگان [English] | ||
| Seyed Mehdi Mirmehdi1؛ Fakhreddin Jafari2؛ Shokrollah Mardaneh3 | ||
| 1Assistant Prof., Department of Management, Faculty of Literature and Human Sciences, Malayer University, Malayer, Iran. | ||
| 2MSc., Department of Management, Faculty of Literature and Human Sciences, Malayer University, Malayer, Iran. | ||
| 3MSc. Student, Department of Business Management, Faculty of Literature and Human Sciences, Malayer University, Malayer, Iran. | ||
| چکیده [English] | ||
| Objective Attention to creativity is always the concern of managers as it affects the performance of employees in the organization. The influence of social media has made it possible for users to communicate with others regardless of time and place, thus blurring the line between their work and life. On the other hand, excessive use of smartphones and social media has significant negative consequences for employee well-being and productivity. For example, exhaustion, absenteeism, distraction, and information overload, stress, reduced attention and concentration, and weakened decision-making ability can be seen as consequences of excessive use of social media. Paying attention to the phenomenon of using social media is very important for organizations. Past studies have identified various positive and negative aspects in this case. It has been emphasized in some articles, employees and managers should understand the dark side of this phenomenon and employees are suggested to adjust their behavior to avoid negative performance consequences. And also one of the positive aspects of using social media is that it can positively affect the relationships and performance of employees, and the rational and planned use of social media can even improve the creativity and performance of employees. Therefore, more research in this field is necessary to clarify these positive and negative aspects. In previous research studies, the impact of social media on motivation, well-being, stress, etc. has been explored, but there is not much research to investigate the effect of social media on creativity and job performance. The purpose of this research is to study and investigate the effect of using social media in the workplace on the creativity of employees and their job performance. Research Methodology In terms of the objective, this is applied research and the studied population included all the employees of Iran Telecommunication Company. A standard questionnaire with 21 items was used to measure the variables. In this research, data has been collected by field method. In this research, due to the fact that the structural equation technique is used for data analysis, the formula 5q≤n≤15q is used to determine the sample size. Using the available sampling method, 218 questionnaires were finally analyzed. Structural equation modeling was used to examine the relationships between the components of the model.Lisrel software was used to analyze the hypotheses. After adjusting the indicators of each variable in the questionnaire, the questions have been valued using a 5-point Likert scale. To check the validity of the research questionnaire, the validity of the questionnaire has been checked and confirmed by asking experts. In general, in order to measure the validity of the research questionnaire, At first, the initial questionnaire was presented to the experts, and then their corrective comments were applied, and the final questionnaire was prepared for distribution on a wider scale. In this research, Cronbach's alpha test was used to check reliability. In this research, in order to measure reliability in the early stages of the research, information was collected from 30 questionnaires, then SPSS software was used to determine the reliability, and the Cronbach's alpha coefficient obtained for the questions of each variable was more than 0.7; Therefore, the research questionnaire has sufficient validity. Findings The current research was conducted with the aim of studying and investigating the effect of using social media in the workplace on creativity and job performance. In this research, seven hypotheses were studied and investigated. The findings indicate that social use of social media at work, cognitive use of social media at work, and pleasure-seeking use have a positive relationship with employees' creativity. Employees' creativity also has a positive relationship with employees' job performance. Also, employees' creativity plays a mediating role in the relationship between the use of social media at work and employees' job performance. The formation of creative ideas and innovation happens due to continuous interaction with the environment; Therefore, social networks enable companies to exchange information, problem-solving ideas, identify new opportunities, and find new markets. This study also empirically proves that the more logical and proportionate use of social networks and knowledge sharing, the higher the creativity will be; Therefore, organizations that implement knowledge sharing through social media can be more successful in creativity. In today's era, the competitive advantage of an organization relies on the knowledge of the organization, the method of knowledge application, the speed and degree of adaptation of knowledge to the changing environment, and the speed of acquiring new knowledge. Effective and practical use of social media platforms allows them to gain more benefits as well as better performance; Because by sharing knowledge and information, they eliminate repetitive ideas and promote new ways of thinking in solving problems and issues. Discussion & Conclusion In this research, an attempt was made to investigate the relationship between the dimensions of social media use, creativity, and job performance. The dimensions of social media use (pleasure, cognitive, social) were used in the workplace instead of the general concept of social media. The findings showed that all three dimensions of social media uses have an impact on employees' creativity. Therefore, it is necessary to use social media in organizations, especially in work environments where creativity and innovation are very important. It is necessary to monitor and apply policies that reduce its negative effects because some studies have also pointed out the negative aspects of using social media. Therefore, in future research, it is necessary to address this important issue of how to use social media optimally. Also, because today there are various domestic and foreign social media, it is very important to present the typology of the use of these media and the advantages and disadvantages of each of them for the use of employees. This research fills the research gap between social media dimensions and employee creativity and performance to some extent and helps to enrich the literature in this field. It is suggested that managers consider monitoring and supporting policies to help employees manage personal and work relationships during work hours. | ||
| کلیدواژه‌ها [English] | ||
| Social media, Job Performance, Employees' creativity, Cognitive use | ||
| مراجع | ||
|
منابع
هومن، حیدرعلی (1393). مدل‌یابی معادلات ساختاری با کاربرد نرم‌افزار لیزرل. تهران: نشر سمت.
References Abdelfattah, F., Al Halbusi, H. & Al-Brwani, R. M. (2022). Influence of self-perceived creativity and social media use in predicting E-entrepreneurial intention. International Journal of Innovation Studies, 6(3), 119-127. Alalwan, A. A., Rana, N. P., Dwivedi, Y. K. & Algharabat, R. (2017). Social media in marketing: A review and analysis of the existing literature. Telematics and Informatics, 34(7), 1177-1190. Ali, A., Khan, N. A., Wang, H., and Wang, N. (2022). Investigating the Influence of Social Media on Employee Creativity: A Perspective from Social Network Ties. Creativity Research Journal, 1-19. Ali, A., Wang, H. & Khan, A. N. (2019). Mechanism to enhance team creative performance through social media: a transactive memory system approach. Computers in Human Behavior, 91, 115-126. Ali-Hassan, H., Nevo, D. & Wade, M. (2015). Linking dimensions of social media use to job performance: The role of social capital. The Journal of Strategic Information Systems, 24(2), 65–89. Brooks, S. (2015). Does personal social media usage affect efficiency and well-being? Computers in Human Behavior, 46, 26-37. Brooks, S. & Califf, C. (2017). Social media-induced technostress: Its impact on the job performance of it professionals and the moderating role of job characteristics. Computer Networks, 114, 143–153. Cao, X. & Ali, A. (2018). Enhancing team creative performance through social media and transactive memory system. International Journal of Information Management, 39, 69-79. Cao, X. & Yu, L. (2019). Exploring the influence of excessive social media use at work: A three-dimension usage perspective. International Journal of Information Management, 46, 83-92. Cao, X., Guo, X., Vogel, D. & Zhang, X. (2016). Exploring the influence of social media on employee work performance. Internet Research, 26(2), 529-545. Chu, T. H. (2020). A meta-analytic review of the relationship between social media use and employee outcomes. Telematics and Informatics, 50, 101379. Eid, M. I. & Al-Jabri, I. M. (2016). Social networking, knowledge sharing, and student learning: The case of university students. Computers & Education, 99, 14-27. Han, S., Min, J. & Lee, H. (2015). Antecedents of social presence and gratification of social connection needs in SNS: A study of Twitter users and their mobile and non mobile usage. International Journal of Information Management, 35(4), 459–471. Havakhor, T., Soror, A. A. & Sabherwal, R. (2018). Diffusion of knowledge in social media networks: effects of reputation mechanisms and distribution of knowledge roles. Information Systems Journal, 28(1), 104-141. Homan, H.A. (2013). Structural equations modeling using Lisrel software. Tehran: Samt Publications. (in Persian) Kamboj, S., Sarmah, B., Gupta, S. & Dwivedi, Y. (2018). Examining branding co-creation in brand communities on social media: Applying the paradigm of Stimulus-Organism Response. International Journal of Information Management, 39, 169–185. Kang, S., Lim, K. H., Kim, M. S. & Yang, H. D. (2012). Research note—a multilevel analysis of the effect of group appropriation on collaborative technologies use and performance. Information Systems Research, 23(1), 214-230. Laitinen, K. & Sivunen, A. (2020). Enablers of and constraints on employees' information sharing on enterprise social media. Information Technology & People, 34(2), 642-665. Latifah, L., Setiawan, D., Aryani, Y. A., Sadalia, I. & Al Arif, M. N. R. (2022). Human capital and open innovation: Do social media networking and knowledge sharing matter? Journal of Open Innovation: Technology, Market, and Complexity, 8(3), 116. Liu, H., Chen, Z., Ke, W. & Chen, X. (2014). The impact of enterprise social networking use on team performance: Transactive memory system as an explanation mechanism. In PACIS (pp. 70). Luqman, A., Talwar, S., Masood, A. & Dhir, A. (2021). Does enterprise social media use promote employee creativity and well-being? Journal of Business Research, 131, 40-54. Mansi, G. & Levy, Y. (2013). Do instant messaging interruptions help or hinder knowledge workers’ task performance? International Journal of Information Management, 33(3), 591-596. Nisar, T. M., Prabhakar, G. & Strakova, L. (2019). Social media information benefits, knowledge management and smart organizations. Journal of Business Research, 94, 264-272. Pacheco, P. O. & Coello-Montecel, D. (2023). Does psychological empowerment mediate the relationship between digital competencies and job performance? Computers in Human Behavior, 140, 107575. Rasheed, M. I., Malik, M. J., Pitafi, A. H., Iqbal, J., Anser, M. K., and Abbas, M. (2020). Usage of social media, student engagement, and creativity: The role of knowledge sharing behavior and cyber bullying. Computers & Education, 159, 104002. Schmidt, G. B., Lelchook, A. M. & Martin, J. E. (2016). The relationship between social media co-worker connections and work-related attitudes. Computers in Human Behavior, 55, 439-445. Si, W., Khan, N. A., Ali, M., Amin, M. W. & Pan, Q. (2023). Excessive enterprise social media usage and employee creativity: An application of the transactional theory of stress and coping. Acta Psychologica, 232, 103811. Sun, Y., Wang, C. & Jeyaraj, A. (2020). Enterprise social media affordances as enablers of knowledge transfer and creative performance: An empirical study. Telematics and Informatics, 51, 101402. Tandon, A., Dhir, A., Talwar, S., Kaur, P. & Mäntymäki, M. (2022). Social media induced fear of missing out (FoMO) and phubbing: Behavioural, relational and psychological outcomes. Technological Forecasting and Social Change, 174, 121149. Trenerry, B., Chng, S., Wang, Y., Suhaila, Z. S., Lim, S. S., Lu, H. Y. & Oh, P. H. (2021). Preparing workplaces for digital transformation: An integrative review and framework of multi-level factors. Frontiers in psychology, 822. Turel, O. & Serenko, A. (2020). Cognitive biases and excessive use of social media: The facebook implicit associations test (FIAT). Addictive Behaviors, 105, 106328. van Zoonen, W., Verhoeven, J. W. & Vliegenthart, R. (2016). Social media’s dark side: Inducing boundary conflicts. Journal of Managerial Psychology, 31(8), 1297-1311. Wang, Y., Huang, Q., Davison, R. M. & Yang, F. (2021). Role stressors, job satisfaction, and employee creativity: The cross-level moderating role of social media use within teams. Information & Management, 58(3), 103317. Xu, C., Ryan, S., Prybutok, V. & Wen, C. (2012). It is not for fun: An examination of social network site usage. Information & Management, 49(5), 210–217. Yu, L., Cao, X., Liu, Z. & Wang, J. (2018). Excessive social media use at work: Exploring the effects of social media overload on job performance. Information technology & people, 31(6), 1091-1112. Zheng, X., and Lee, M. K. (2016). Excessive use of mobile social networking sites: Negative consequences on individuals. Computers in Human Behavior, 65, 65- | ||
|
آمار تعداد مشاهده مقاله: 249 تعداد دریافت فایل اصل مقاله: 297 |
||