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1 – 10 of over 35000Sunanda Nayak, Pawan Budhwar, Vijay Pereira and Ashish Malik
Rapid technological advancements and the ever-increasing demand for Internet and social networking sites worldwide have increased the opportunity for extensive use and misuse of…
Abstract
Purpose
Rapid technological advancements and the ever-increasing demand for Internet and social networking sites worldwide have increased the opportunity for extensive use and misuse of these platforms. Research and practice have typically focused on the brighter side of social networking sites due to the adoption of EHRM (Electronic Human Resource Management). However, less is known about the dark side of EHRM, especially the drawbacks associated with the use of social networking (SNs) platforms in organisations. In addition, most of such studies have primarily involved the western country context, and in an emerging country scenario, these kinds of studies are limited. Hence, the study aims to investigate the complexities of the use of SNs as an e-HRM strategy in organisations in an emerging country context.
Design/methodology/approach
Drawing on 26 in-depth interviews of HR practitioners and analysing their narratives surrounding employees' use of social networking (both enterprise social networks [ESNs] and social networking sites [SNSs]), this study illuminates the dark or the adverse side of EHRM. Specifically, it focuses on the link between employees' deviant workplace behaviour and their usage of social networking (SN) platforms in organisations (i.e. SNs at workplaces influencing employee's unethical behaviour at work).
Findings
The empirical findings reveal the subtle intentional and unintentional indulgence of employees via SNs in various types of deviant behaviours such as sharing confidential information, bullying, harassment, breaching colleagues' privacy, etc., at the workplace in the emerging market context of India. Utilising the social networking perspective and the 4Ps of deviant theory, this article describes deviance behaviours in detail and explains the inadvertent complexities of leveraging SNs as an EHRM tool at the workplace. These insights then provide a starting point for discussing the theoretical and managerial implications of the research findings.
Research limitations/implications
Derived from the current research, this model offers an integrative frame-work for understanding DWBs in SNs platforms in general. This also shows that use of SNs at workplace often leads the employee engaging in non-productive activity. Hence future studies can explore the application of this framework in organizations in detail, thus further highlighting the usefulness of EHRM to understand the employee behaviours at the workplace by the organisations.
Practical implications
The research offers several managerial implications concerning the use of SNs as EHRM strategy at the workplace, which is perceived as a global challenge nowadays. Primarily it offers suggestions for the social media professionals and HR practitioners regarding the use of SNs in organisations.
Originality/value
The study's findings highlight the complex process that explains how SNs as an EHRM strategy affect employee deviance behaviours in the workplace. Till date, no known study has considered the possible effect of SNs on deviance behavior at the workplace in an emerging country context.
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K.S. Nivedhitha and A.K. Sheik Manzoor
While the sizable body of research focusses on various psychological effects of enterprise social media (ESM), research connecting the link between ESM and cyberslacking is still…
Abstract
Purpose
While the sizable body of research focusses on various psychological effects of enterprise social media (ESM), research connecting the link between ESM and cyberslacking is still very sparse. Drawing inspiration from the social bonding theory, the authors have proposed a moderated mediation model to explain how ESM affordances reduce cyberslacking, mediated significantly by workplace social bonding when the perceived co-worker involvement is high.
Design/methodology/approach
Utilising a sample of 384 respondents, the study tested the model fit and hypothesised relationships with AMOS and PROCESS MACRO.
Findings
The findings show that workplace social bonding mediates the relationship between ESM affordances and cyberslacking. The results are also consistent with the moderated mediation model as the mediation is significant when the perceived co-worker involvement is high, and the mediation is insignificant when the moderator is low/moderate.
Research limitations/implications
Considering the potential behavioural dynamics of ESM artefacts, the authors have introduced self-expression (via microblogging), recognition (from paralinguistic digital affordances) and network externality as ESM affordances. Alongside the existing measures to reduce employee deviance, the proposed model with the above-mentioned affordances can be investigated in detail by the future research community.
Practical implications
In light of the findings, the study demonstrates that ESM can be treated as a mechanism to keep cyberslacking at bay. The results offer significant implications for managers, who lookout for innovative and soft strategies to reduce cyberslacking in the workplace.
Originality/value
Instead of implementing strict policies to kerb cyberslacking, this study proposes an alternative and an interesting model by introducing ESM as a strategic tool in reducing cyberslacking. The paper argues that ESM, being a potential tool for employee engagement and bonding, may offset the employees' tendency to involve in cyberslacking.
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James Bennett, Mark Owers, Michael Pitt and Matthew Tucker
This paper aims to examine the impact of social networking in the workplace and to assess its use as an effective business tool.
Abstract
Purpose
This paper aims to examine the impact of social networking in the workplace and to assess its use as an effective business tool.
Design/methodology/approach
The paper examines positive and negative perceptions of social networking in the workplace and provides a critical review of literature in the area. The drivers of, and barriers to, change are explored, and whether the reasons for some organisations prohibiting or restricting social networking in the workplace are well‐founded or corporate suicide. The link between social networking and organisational culture is examined, looking at whether social networking tools are capable of revitalising and reshaping the culture and brand of an organisation, which in turn can lead to better ways of working and increased levels of employee productivity and satisfaction.
Findings
The findings indicate that the business advantages and benefits of social networking in the workplace are still very much underappreciated and undervalued. Although some organisations across the world have started to implement some of the facets of social networking technology and reap the business benefits, fear, resistance and risk are the opinions that still dominate many organisations.
Originality/value
The value of social networking technology in the workplace is yet to be determined. This paper addresses gaps in the current literature and demonstrates that the business benefits of social networking far outweigh the negative perceptions that are still predominant in the pre‐millennial generations. The paper highlights that social networking technology can facilitate improved workplace productivity by enhancing the communication and collaboration of employees which aids knowledge transfer and consequently makes organisations more agile. Moreover, social networking can provide enhanced levels of employee satisfaction by reducing the social isolation of teleworkers and making them feel part of organisational culture during long absences from the physical office.
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Kristin L. Cullen-Lester, Alexandra Gerbasi and Sean White
This chapter utilizes a network perspective to show how the totality of one’s social connections impacts well-being by providing access to resources (e.g., information, feedback…
Abstract
This chapter utilizes a network perspective to show how the totality of one’s social connections impacts well-being by providing access to resources (e.g., information, feedback, and support) and placing limits on autonomy. We provide a brief review of basic network concepts and explain the importance of understanding how the networks in which leaders are embedded may enhance or diminish their well-being. Further, with this greater understanding, we describe how leaders can help promote the well-being of their employees. In particular, we focus on four key aspects of workplace networks that are likely to impact well-being: centrality, structural holes, embeddedness, and negative ties. We not only discuss practical implications for leaders’ well-being and the well-being of their employees, but also suggest directions for future research.
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Yvonne Brunetto, Rodney Farr-Wharton and Kate Shacklock
This chapter uses the structural and relational dimension of social capital theory (SCT) as a lens for examining the impact of the supervisor–subordinate relationship on nurses'…
Abstract
This chapter uses the structural and relational dimension of social capital theory (SCT) as a lens for examining the impact of the supervisor–subordinate relationship on nurses' perceptions of the usefulness of their workplace networks, sociability, and affective commitment. A survey was used to collect data from 1,064 Australian nurses.
The findings suggest that nurses rely on very small workplace networks (typically only one other person) with which they have strong ties. Further, in over half of the cases, the supervisor (the Nurse Unit Manager (NUM)) holds the centric position. Moreover, for those nurses who did not include the NUM in their workplace network, their position appears even worse. For example, the usual reason given by nurses for not including the NUM was that the NUM was unavailable. This is a concern for health care management because the past two decades have delivered many changes to the nursing profession, including a reduction in the number of nursing positions and subsequent higher workloads. The consequences suggest that without effective workplace networks, nurses are working under conditions where solving problems is more difficult.
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Mia Gray, Tomoko Kurihara, Leif Hommen and Jonathan Feldman
This paper aims to highlight the need to understand the mechanisms of inclusion and exclusion in the workplace which are often embedded in micro‐level work practices. It explores…
Abstract
Purpose
This paper aims to highlight the need to understand the mechanisms of inclusion and exclusion in the workplace which are often embedded in micro‐level work practices. It explores how social networks and the resources contained within them function differentially among workers to reinforce existing patterns of preferential access to the most desirable positions in the labour market.
Design/methodology/approach
Using in‐depth interviews of electrical engineers in a case study firm in the IT industry in Cambridge, England, the paper outlines the strong gendered and ethnic patterns of segmentation within the engineering occupation.
Findings
The paper finds significant inequalities in access to, and awareness of, the resources contained within some social networks in the workplace.
Originality/value
The study critiques the extension of social capital theory into the workplace due to its conceptual and methodological focus on positive outcomes.
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In this paper, I explore what shapes the identities of digital nomads (DNs), a class of remote workers who travel and work concurrently. Through extensive fieldwork and interviews…
Abstract
In this paper, I explore what shapes the identities of digital nomads (DNs), a class of remote workers who travel and work concurrently. Through extensive fieldwork and interviews with 50 digital nomads conducted in seven coworking hostels in Mexico in 2022, I construct a theory of DN identity. I base this upon the frequent transformations they undergo in their Circumstances, which regularly change their worker identity.
DNs relinquish traditional social determinants of identity, such as nationality and religion. They define their personal identities by their passions and interests, which are influenced by the people they meet. DNs exist in inherently transitive social spaces and, without rigid social roles to fulfil, they represent themselves authentically. They form close relationships with other long-term travellers to combat loneliness and homesickness. Digital nomads define their worker identities around their location independence. This study shows that DNs value their nomadic lifestyle above promotions and financial gain. They define themselves by productivity and professionalism to ensure the sustainability of their lifestyle. Furthermore, digital nomad coworking hubs serve focused, individual work, leaving workplace politics and strict ‘office image’ norms behind. Without fixed social and professional roles to play, digital nomads define themselves personally according to their ever-evolving passions and the sustainability of their nomadic life. Based on these findings, I present a cyclical framework for DN identity evolution which demonstrates how relational, logistical, and socio-personal flux evolves DN’s worker identities.
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While the value of connections with host-country nationals (HCNs) for expatriate adjustment is well established, there is little guidance regarding which HCNs stand to benefit…
Abstract
Purpose
While the value of connections with host-country nationals (HCNs) for expatriate adjustment is well established, there is little guidance regarding which HCNs stand to benefit expatriates most. The purpose of this paper is to utilize a social network perspective to build theory to explain how and why expatriates who are connected to a central HCN are more likely to adjust. This study offers explicit guidance for steps parent country management can take to assist expatriates in the development of valuable connections with HCNs, even while thousands of miles away from the expatriate’s new locale.
Design/methodology/approach
This study takes a social network approach to build theory that will improve understanding of the expatriate experience.
Findings
Because central individuals tend to be embedded in the organization, their embeddedness is likely to spread to expatriates with whom they are in close contact with. Links to central HCNs are posited to contribute to improved work adjustment by enabling expatriates to attain a better understanding of workplace requirements and workplace norms.
Practical implications
Management can take steps to identify central HCNs using social network analysis and introduce expatriates to highly central HCNs to help improve expatriate adjustment.
Originality/value
This study answers explicit calls in the literature for a greater exploration of social interaction of expatriates in understanding the expatriate experience, as well as calls for taking a more active role in the management of informal relationships. This study is the first to discuss implications of the HCN’s network to expatriate outcomes.
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