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1 – 10 of over 27000Rahul Bodhi, Tripti Singh and Yatish Joshi
Employees have gradually adopted social media sites and their applications that have been associated with enhanced communication and collaboration at the workplace. However, social…
Abstract
Purpose
Employees have gradually adopted social media sites and their applications that have been associated with enhanced communication and collaboration at the workplace. However, social technologies have both positive as well as negative consequences. The current study examines the impact of loneliness on employees' psychological well-being (PW); subsequently, the mediating role of social media use intensity (SMI) at the workplace. It also examines the moderating role of gender and management status of employees.
Design/methodology/approach
The present study conducted an online and offline survey using a cross-sectional design. Data were collected from 206 working professionals from the IT industry in India. Structural equation modelling was applied to analyse data.
Findings
Results revealed that employee loneliness is positively associated with SMI. Employee's SMI was positively associated with enhanced PW. Unexpectedly, employee loneliness is positively and significantly related to PW. However, the moderating roles of gender and management status of employees were not supported.
Practical implications
The current study can help managers, policymakers and organizations better understand the role of employee social media use in the workplace. Using the insights and understanding offered by the study, social media can be effectively utilized in the workplace. The study recommends that organizations may allow the use of social media at the workplace. Social media resources may also be helpful in improving employee communication and digital literacy.
Originality/value
The current study is a pioneer work and contributes to the literature by examining the relationship between loneliness, SMI and PW. This study has essential theoretical and managerial contributions.
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Alexandra C. H. Nowakowski, Katelyn Y. Graves and J. E. Sumerau
Purpose: This report analyzes relationships between chronic inflammation and quality of life (QoL). It assesses the potential role of intimate relationships in associations…
Abstract
Purpose: This report analyzes relationships between chronic inflammation and quality of life (QoL). It assesses the potential role of intimate relationships in associations between inflammation, medical sequelae such as pain and disability, and QoL.
Design/Methodology/Approach: Limited longitudinal data from the National Social Life, Health, and Aging Project (NSHAP) were analyzed. Inflammation was assessed via the biomarker C-reactive protein (CRP). The authors examined pathwise associations between CRP levels and general happiness. The authors used ordinal logistic regression with companion OLS models, and conducted a variety of sensitivity analyses.
Findings: Intimate partnerships – especially marriage – appear to impact associations between inflammation and QoL. When QoL is measured using general happiness, intimate relationships appear to shape directional associations between inflammation and QoL along with medical consequences of inflammation.
Research Limitations/Implications: Inflammation and its clinical consequences may substantially alter intimate relationship involvement and quality that in turn impact QoL. These relationships should not be viewed as unilateral explanations of the tremendous variability observed in QoL among people with inflammatory conditions, but rather as possible elements of complex causal frameworks. Further investigation using advanced methods for longitudinal modeling from limited waves of data can help to shed additional light on the nuances of happiness and QoL among people living with chronic inflammation.
Originality/Value: This chapter provides an overview of possible causal relationships between chronic inflammation, associated clinical and social experiences, and QoL. Researchers interested in advanced causal modeling of relationships between chronic inflammation and QoL can build on this work using novel methods and data sources.
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Güzin Özdağoğlu, Gülin Zeynep Öztaş and Mehmet Çağliyangil
Learning management systems (LMS) provide detailed information about the processes through event-logs. Process and related data-mining approaches can reveal valuable information…
Abstract
Purpose
Learning management systems (LMS) provide detailed information about the processes through event-logs. Process and related data-mining approaches can reveal valuable information from these files to help teachers and executives to monitor and manage their online learning processes. In this regard, the purpose of this paper is to present an overview of the current direction of the literature on educational data mining, and an application framework to analyze the educational data provided by the Moodle LMS.
Design/methodology/approach
The paper presents a framework to provide a decision support through the approaches existing in process and data-mining fields for analyzing the event-log data gathered from LMS platforms. In this framework, latent class analysis (LCA) and sequential pattern mining approaches were used to understand the general patterns; heuristic and fuzzy approaches were performed for process mining to obtain the workflows and statistics; finally, social-network analysis was conducted to discover the collaborations.
Findings
The analyses conducted in the study give clues for the process performance of the course during a semester by indicating exceptional situations, clarifying the activity flows, understanding the main process flow and revealing the students’ interactions. Findings also show that using the preliminary data analyses before process mining steps is also beneficial to understand the general pattern and expose the irregular ones.
Originality/value
The study highlights the benefits of analyzing event-log files of LMSs to improve the quality of online educational processes through a case study based on Moodle event-logs. The application framework covers preliminary analyses such as LCA before the use of process mining algorithms to reveal the exceptional situations.
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Ada T. Cenkci, Megan S. Downing, Tuba Bircan and Karen Perham-Lippman
Peixu He, Hanhui Zhou, Qiongyao Zhou, Cuiling Jiang and Amitabh Anand
Employees may adopt deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Drawing from the conservation of resources…
Abstract
Purpose
Employees may adopt deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Drawing from the conservation of resources (COR) theory, this study aims to develop and test a model of deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands.
Design/methodology/approach
In total, 300 service employees have joined the three-wave surveys. Path analysis and bootstrapping methods were used to test the theoretical model.
Findings
Results suggest that knowledge requests during nonworking time could deplete employees’ resources and increase their tendency to engage in DKH, whereas work recovery and emotional exhaustion mediate this relationship. In addition, employees’ work–family segmentation preferences (WFSP) were found to moderate the direct effects of nonworking time ICT demands on employees’ work recovery and emotional exhaustion and the indirect effects of knowledge requests after working hours on DKH through employees’ work recovery and emotional exhaustion.
Originality/value
First, the findings of this study shed light on the relationship between knowledge requests during employees’ nonworking time and knowledge hiding, suggesting that knowledge hiding could occur beyond working hours. Second, drawing on COR theory, this study explored two joint processes of resource replenishment failure and depletion and how nonworking time ICT demands trigger knowledge hiding. Third, the interaction effect of individuals’ WFSP and nonworking time factors on knowledge hiding deepens the understanding of when nonworking time ICT demands may induce knowledge hiding through various processes.
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Gautam Srivastava, Surajit Bag, Muhammad Sabbir Rahman, Jan Harm Christiaan Pretorius and Mohammad Osman Gani
The negative influence of gamification on online communities has received little attention in the available literature. The study examines the adverse effects of gamification…
Abstract
Purpose
The negative influence of gamification on online communities has received little attention in the available literature. The study examines the adverse effects of gamification during engaging in online communities.
Design/methodology/approach
Gap-spotting methods were used to develop the research questions, followed by model development using the social exchange and social-network theories. Data were collected from 429 samples. The study applied partial least squares structural equation modeling to test the research hypotheses followed by ANN application.
Findings
The study identified five factors related to gamification that have a significant adverse effect on the mental and emotional well-being of the users. Furthermore, the results of PLS-SEM were then compared through an artificial neural network (ANN) analytic process, revealing consistency for the model. This research presents a theoretical contribution by providing critical insights into online gamers' mental and emotional health. It implies that gamification can even bring mental and emotional disturbance. The resulting situation might lead to undesirable social consequences.
Practical implications
The result highlights the managerial and social relevance from the perspective of a developing country. As respondents are becoming more engrossed in online gaming, managers and decision-makers need to take preventive measures to overcome the dark side of online gaming.
Originality/value
The present study shows that the dark side of gamification has some adverse effects on human mental and emotional health. The study's findings can be used to improve gamification strategies while engaging online communities.
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Rahul Bodhi, Adeel Luqman, Maryam Hina and Armando Papa
Recently, work-related social media use (WSMU) in organisations and its association with employee outcomes have received considerable research attention. This study examines the…
Abstract
Purpose
Recently, work-related social media use (WSMU) in organisations and its association with employee outcomes have received considerable research attention. This study examines the association between WSMU, psychological well-being (PW) and innovative work performance (IP). In addition, it explores the mediating role of PW and the moderating role of fear of missing out (FoMO).
Design/methodology/approach
A sample of 233 employees working in different organisations was recruited from India to complete the survey. Structural equation modelling was applied to analyse the data.
Findings
The result reveals that WSMU has a positive and direct effect on IP. Moreover, the indirect effect via PW among the association was positive and significant. Furthermore, FoMO moderates the indirect relationship between WSMU and IP.
Originality/value
This research is a pioneering work that has contributed to the scarce literature by exploring the relationship between employees' social media use, PW and IP. This research has important theoretical and management contributions because it examines the impact of WSMU on IP, mediating role of PW and moderating role of FoMO among the association between WSMU and employee outcomes.
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The paper validates a framework using the media synchronicity theory (MST) to study the effect of Social Media Use at Work (SMUW) on the performance “Work Performance” (WP) of the…
Abstract
Purpose
The paper validates a framework using the media synchronicity theory (MST) to study the effect of Social Media Use at Work (SMUW) on the performance “Work Performance” (WP) of the employee. For this, the study initially observed the effect of SMUW on shared vision (SV), network ties (NT), and trust (TRUST) on the knowledge transfer (KT) and the effect of all (SV, NT, TRUST and KT) on the WP of the employees.
Design/methodology/approach
A survey method was used to collect responses from 157 employees working at middle and lower-level managerial positions in the chemical companies of India. The data analysis uses variance-based, partial least square SEM, which has established a relationship between the constructs.
Findings
The results found a significant effect of SMUW on the WP of the employees. It was observed that the SV and TRUST can be significantly improved with the help of SMUW, contributing to the KT and simultaneously affecting the WP of the employees.
Practical implications
The study has examined the positive and significant effect of SMUW on the employees' SV, NT and TRUST. Improving SV, NT and trust (dimension of social capital) through social media allows employees to transfer more knowledge. An increase in KT among the employees further positively affected the individual and group performance within the organization. SV positively affected the employee's WP, but NT and trust negatively affected the WP. The research thus provides useful insight to the managers for effective use of social media in the workplace.
Originality/value
The study used MST to understand the effect of the use of social media in the workplace. The study is kind of first in the Indian context which has examined the effect of employees at managerial level in chemical companies, and thus contributes to the existing literature on social networks/social media from the organizational context.
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Tal Eitan and Tali Gazit
The rapid growth of social media has changed how people interact and connect with one another while also giving rise to new social-media associated psychological experiences, such…
Abstract
Purpose
The rapid growth of social media has changed how people interact and connect with one another while also giving rise to new social-media associated psychological experiences, such as the well-known fear of missing out (FoMO) and the somewhat new phenomena, the joy of missing out (JoMO). This study aims to develop a new scale for measuring JoMO and explore its independent nature and relationships with well-being, social comparison and demographic variables.
Design/methodology/approach
A sample of 230 participants filled out an online survey, including questions about demographic details, well-being, social media engagement, social comparison, FoMO and a new JoMO scale. The data was analyzed using exploratory factor analysis, hierarchical regression and structural equation modeling.
Findings
The study confirmed the validity and reliability of the new JoMO scale in three sub-categories: active JoMO, passive JoMO and coping with disconnection. Younger individuals and those who were single, with weaker psychological well-being, higher engagement in social media and greater social comparison inclinations tended to experience higher levels of FoMO. Conversely, older individuals, women and those who enjoyed stronger psychological well-being and reduced social media engagement demonstrated higher levels of JoMO. The findings also suggest a complex relationship between FoMO and JoMO.
Practical implications
The creation of an innovative JoMO measurement tool could transform both scholarly research and practical approaches to digital media interactions. This tool offers a deeper understanding of the intricate links between JoMO and factors such as social comparison and FoMO, paving the way for targeted interventions. By utilizing this, experts can foster healthier online behaviors and better psychological health through increased JoMO consciousness, reduced social media engagement and social comparisons, and FoMO management. Therefore, this fresh instrument assists in clarifying and improving how individuals engage with digital technology.
Originality/value
This research validates the JoMO scale, enhancing our understanding of JoMO and its potential effects on well-being, as well as its associations with other variables. In addition, this research provides valuable insights for future studies on social media use and JoMO, and for developing effective strategies for managing healthier online experiences.
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Andrew Franklin Johnson, Katherine J. Roberto, Christopher J. Hartwell and Jennifer F. Taylor
The social media (SM) engagement framework consists of dimensions of employee privacy expectations and organizations' social media orientation. Further, the social media privacy…
Abstract
Purpose
The social media (SM) engagement framework consists of dimensions of employee privacy expectations and organizations' social media orientation. Further, the social media privacy orientation model provides better understanding of complexities of selection and retention created by the social media landscape.
Design/methodology/approach
Organizations are increasingly seeking talent to support burgeoning social media strategies. Qualified employees may be expected to have related professional experience and an active personal social media presence. In contrast to this evolving demand, prevailing guidelines suggest applicants minimize their social media activity altogether. These restrictive guidelines may be better suited for organizations that prefer or require high levels of discretion on social media given the differing engagement expectations across firms and among individuals.
Findings
How the congruence between an employee's expectations of privacy on SM and the organization's expectation of employees' SM usage affects applicant attraction to organizations and employee retention is outlined. Propositions are offered to foster research in this area.
Practical implications
Social media congruence is an important consideration for human resource (HR) policies and associated training.
Social implications
Public policies toward the use of social media in recruitment and privacy should consider social media congruence.
Originality/value
The model advanced in the paper provides organizations and applicants with a stronger understanding of the complexities surrounding the use of SM in selection and retention decisions.
Peer review
The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-05-2021-0260
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