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This study aims to show that employees' excessive work-related use of enterprise social networks (ESN) can be accompanied by some work-related strains, hindering them from continuing utilization of ESN at work. To this end, the impact of employees' excessive work-related utilization of ESN on their discontinuous usage intentions by mediating roles of employees' impression management concerns, privacy concerns and ESN fatigue will be evaluated.

Stimulus-organisms-response (S-O-R) framework has been drawn to support the design of this research. Using an entirely random data collection, 173 ESN users from 10 Iranian organizations were surveyed. The model was assessed using partial least squares structural equations modeling (PLS-SEM).

The results of the study confirm that employees' excessive work-related use of ESN positively affects impression management and privacy concerns, resulting in ESN fatigue. Furthermore, ESN fatigue plays a predicting role in ESN discontinuous usage intention.

According to the obtained results, if work-related use of ESN exceeds a normal threshold (i.e. excessive usage), employees will stop using ESN in their work due to the work-related strains delivered to them, revealing the dark side of ESN usage in organizations.

The primary objective of this investigation was to explore how employees’ utilization of social media for work-related purposes impacts their service innovation behavior, both directly and through the intermediary mechanisms of knowledge management and employees’ risk-taking.

In developing its conceptual framework, this study has drawn upon the stimulus-organism-response (SOR) theory. To test its hypotheses, this study has surveyed 241 financial analysts from ten Iranian financial companies and has employed variance-based structural equation modeling (specifically, PLS-SEM) with the assistance of “WarpPLS 8.0 software.”

The findings revealed that employees’ work-related use of social media positively influences their service innovation behavior using knowledge management, encompassing knowledge sharing and acquisition capability as well as employee risk-taking. However, this influence is not directly significant.

To the best of our knowledge, this study marks the first instance in which the effect of work-related use of social media on employee service innovation behavior directly and through the mediating roles of knowledge management and risk-taking has been investigated through the lens of the SOR paradigm, especially in the financial sector.

This study utilized “social cognitive theory” to compare the impacts of organizational members' hedonic and work-related use of public social networks (SNs) and enterprise social networks (ESNs) on job satisfaction.

The participants comprised 240 employees who were able to simultaneously use SNs and ESNs in the workplace with regard to both hedonic and work-related motives. The measurement and structural models were evaluated using partial least squares structural equations modeling (PLS-SEM).

The results show that organizational members' hedonic and work-related use of public SNs enhances job satisfaction. However, the hedonic and work-related use of ESNs has negative and positive impacts on job satisfaction respectively.

The main theoretical contribution of this study lies in showing that employees' use of social networks does not necessarily entail detrimental or beneficial consequences and depending on different factors the outcomes are different. Following a comprehensive review of the literature, users' incentives and platforms emerged as two different factors contributing to the outcomes arising from the use of social networks in the workplace. Although a few studies have explored the impacts of organizational members' use of social networks on job satisfaction, none have done so in relation to different user incentives and platforms.

This study through the lens of social learning theory and using the stimulus-organism-response (S-O-R) framework aims to show that employees' social-related use of enterprise social media (ESM) can positively affect their intentions to purchase the fashion products used by their coworkers by mediating role of their perceptions toward their coworkers' credibility in fashion (i.e. physical attractiveness, reliability in communications and experience in fashion).

To evaluate the validity of the measurement and structural models, 361 employees who were able to take advantage of ESM with social-related motivations were surveyed within seven Iranian organizations. The collected data were analyzed using the partial least squares structural equation modeling (PLS-SEM).

The results of the study confirmed that employees' social-related use of ESM positively affects their perceptions toward their coworkers' credibility in three dimensions of physical attractiveness, reliability in communication (trustworthiness) and fashion experience (expertise). Employees' perceptions toward their coworkers' credibility in three dimensions of physical attractiveness, reliability in communications and fashion experience positively affect their intentions to purchase the fashion products used by their coworkers.

This study shows that ESM technology can shape a trusted online community of practice in which employees can share the same interests and learn about different types of [fashion] products and services from each other. Thus, ESM can be considered an online instrument for marketing purposes with which organizations can obtain revenue from other organizations by letting them advertise their products on ESM.

The main theoretical implication of this study is to extend the use of two advanced theories in the workplace, especially regarding employees' social-related use of ESM. In fact, this study through the lens of social learning theory and based on the S-O-R model shows that employees' social-related use of ESM can be considered as a stimulus in the workplace, influencing employees' perceptions toward different objects (e.g. their coworkers' credibility), and resulting in several changes in their behaviors. This is among a few studies addressing marketing outcomes of ESM in the employees' communities.

This study, based on the cognitive dissonance and commitment theories, aims to show that employees with high organizational commitment take more advantage of enterprise social networks (ESNs) due to work-related motivations. Furthermore, this study used the tricomponent attitude model to show that the employees' organizational concern and prosocial values mediate the impact of the organizational commitment on the work-related use of an ESN.

In all, 361 employees from seven Iranian companies using different ESN software packages were surveyed. The validity of the hypotheses was evaluated using partial least square–structural equation modeling (PLS-SEM).

The results of this study confirm that the employees' organizational commitment has a positive impact on their work-related use of the relevant ESN directly and through the mediating roles of their organizational concern and prosocial values.

Previous studies have carefully addressed the role of organizational commitment in the implementation of conventional information systems. However, this is among the few studies addressing the role of commitment in the work-related implementation of ESNs. The results of this study shed light on how employees with a high level of commitment toward the organizations for which they work take advantage of ESNs due to a work-related motivation for the accomplishment of their duties, for bringing benefits into the organization and for helping their coworkers.

Although online social networks (SNs) (e.g. Facebook, LinkedIn and Instagram) have been used by employees for various work- or non-work-related motives, there has been lack of research on the use of such networks in the workplace. The purpose of this paper is to draw on commitment theory and the tricomponent attitude model to explain the role organisational commitment plays in predicting the work-related use of online SNs and the mediating role a constructive employee voice may have in this relationship.

The research was conducted among the employees of seven different companies within seven different industries. The validity of the measures and structural models was evaluated using partial least squares structural equation modelling (PLS-SEM).

The results indicated that organisational commitment promotes employees’ work-related use of online SNs directly and also indirectly via the mediating role of a constructive voice.

This study is among the few studies which have used the tricomponent attitude model to investigate employees’ behaviour in the workplace, in particular work-related use of online SNs. In terms of theory, this study contributes to expanding the boundaries of knowledge as SNs are considered a challenge in contemporary organisations. Organisations can convert this challenge from a potential threat to an actual opportunity by reinforcing “organisational commitment”.

This study aims to investigate the influence of organizational members’ social use of social networking sites (SNSs) on employees’ destructive voice directly and considering the mediating role of job satisfaction and affective commitment to the organization.

In total, 240 employees of Asia-tech Company have participated in this study. To test the hypotheses, the researchers have used the partial least squares (PLS) method with the help of smart PLS software (version 2.0).

The results showed that organizational members’ social use of SNSs has a positive effect on destructive voice directly and considering job satisfaction as a mediator. However, social use of SNSs in the workplace considering the mediating role of affective commitment has a negative effect on destructive voice.

The results of the study edify managers on how social use of SNSs in the workplace has paradoxical effects on destructive voice directly and regarding affective commitment as a mediating variable. Thus, the main contribution of this study is the fact that although social use of SNSs has many advantages such as promotion of job satisfaction and affective commitment in the workplace, it might have some detrimental effect such as reinforcement of destructive voice.

The model presented in this study is totally unique. Moreover, the investigations showed that there is no documented study regarding the examination of the effect of social use of SNSs on destructive voice directly and considering the mediating role of job satisfaction and affective commitment.

The purpose of this paper is twofold: first, to document that employees’ use of social networks (SNs) does not necessarily bring negative consequences and can indirectly benefit organizations and second, to compare the roles of public SNs and enterprise social networks (ESNs) in bringing benefits to organizations. Consequently, this study, on the basis of stimulus‒organism‒response theory, directly investigated and compared the roles of public SNs and ESNs in promoting employees’ organizational commitment from affective, normative, and continuance dimensions with regard to the mediating role of job satisfaction.

For this purpose, 240 employees of Asia-Tech Company, one of the high-speed internet service providers in Iran, who had joined Skype for Business ESN, were included in this study. Partial least squares (PLS) method was used to examine the validity of the measurement and structural models. To this end, Warp-PLS software (version 5.0) was employed.

The results of the study suggested that public SNs have a positive impact on affective and normative commitment; however, no significant impact was observed for continuance commitment. ESNs directly affect none of the dimensions of organizational commitment. Although both types of SNs have impacts on job satisfaction, the greater impact was found for the public SNs. Job satisfaction also has a positive effect on all three dimensions of organizational commitment.

To the best of authors’ knowledge, no study has directly investigated and compared the roles of ESNs and public SNs in promoting organizational commitment from affective, continuance and normative dimensions with regard to the mediating role of job satisfaction. The most important theoretical contribution of the present research was to document that the employees’ use of SNs does not necessarily entail the waste of resources and has various advantages, such as strengthening organizational commitment (in affective, normative and continuance dimensions) and job satisfaction. In fact, this study disclosed the bright side of SNs in the workplace.

The purpose of this paper is to highlight the significance of improvement of marketing process using Six Sigma methodology, in the context of a banking environment.

Based on Six Sigma's DMAIC model, the paper uses Define, Measure, Analyze, Improve and Control phases to study marketing process improvement in Saman Bank.

Research states the way concepts of marketing performance management relates to the improvement of a bank marketing process using Six Sigma. Low quality was observed in the process and then regarding customer relations as one of the main priorities, improvement actions were planned. A major marketing failure for the bank was decline of online banking usage, which justifies the importance of loyal online banking customers in marketing plans.

This paper helps marketing departments in financial institutions to analyze their current performance and execute improvement actions to optimize their process. One fact in designing marketing improvement actions for banks is effectively using related information systems to organize the high amount of marketing data and to respond quickly to customer needs.

Marketing performance measurement is done in a new way as the research describes how a general marketing process can adopt Six Sigma tools to have stronger customer relations, reduced marketing costs and how to prioritize improvement actions systematically.

This exploratory research aims to (1) investigate the bright and dark sides of social media use during the COVID-19 pandemic; (2) explore the impact of demographic factors on social media usage; and (3) assess the effects of cultural dimensions on social media usage.

The data are collected through an online survey. Factors derived from grounded theories and models such as affordance theory and Hofstede's cultural framework were considered. Spearman correlation and nonparametric analysis were used to test the hypotheses.

The results revealed that social media usage was positively associated with healing and affiliation, and negatively associated with self-control. There are also positive associations between social media usage and sharing information related to COVID-19 without verification, perceived reliability of COVID-19 information on social media and relapse. The impact of demographic and cultural factors indicated significant effects of gender, age, marital status, educational level, power distance and collectivism on social media usage, sharing information, perceived information reliability, healing and affiliation.

This study contributes to technology affordances by examining social media's positive and negative affordances in a new context (COVID-19 pandemic). From the positive side, this study explores the use of social media for healing and affiliation. As for the negative impact of social media during the pandemic, this study assesses the user's addiction to social media use (relapse) and perception of the social media information reliability and information sharing without verification. It is among few research endeavors conducted in a non-Western country. This study also examines the influence of demographic and cultural factors on social media users. The results provide insights for both researchers and policymakers regarding social media usage.