Examining the Effects of Social Media Use on Job Satisfaction in the Australian Public Service: Testing Self-Determination Theory

2018 ◽  
Vol 41 (2) ◽  
pp. 300-327 ◽  
Author(s):  
Mehmet Akif Demircioglu
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Public Service ◽  
Media Use ◽  
Self Determination Theory ◽  
Self Determination ◽  
Social Media Use ◽  
Service Testing

scholarly journals The Effect of Using Social Media on Job Satisfaction: Is There A Role for Job Engagement and Organization Engagement As a Mediator?

2021 ◽  
Vol 04 (07) ◽  
Author(s):  
Faradita Mahdani Ibrahim ◽  
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Work Engagement ◽  
Media Use ◽  
Social Media Use ◽  
Work Related ◽  
Organizational Engagement ◽  
Media Work ◽  
Use Of Social Media ◽  
The Relationship

This study aims to determine how the influence of the use of social media (Work-related social media use) and social media (Social-related social media use) on job satisfaction. In addition, to find out how the role of work engagement and organizational engagement, as a mediating variable in the relationship.The research was conducted in Indonesia with the analysis unit of the State Civil Servant (SCS) domiciled in Banda Aceh and Aceh Besar. A sample of 212 respondents obtained by using a questionnaire distribution technique using google form, data analysis using SEM-AMOS.The results of the analysis show that the use of social media (Work-related social media use) has no effect on job satisfaction, but the use of social media (Social-related social media use) is found to increase the job satisfaction of SCS.The results of the analysis also show that the use of social media (Work-related social media use) can increase work engagement, but has no effect on increasing organizational engagement. The use of social media (Social-related social media use) contributes to an increase in work engagement and organizational engagement. Furthermore, it was found that there was a significant effect of work engagement and organizational engagement on SCS job satisfaction. Work engagement and organizational engagement play a role as a mediating variable (partially) in the relationship between social media use (Social-related social media use) and job satisfaction. But there is no role as a mediating variable in the relationship between (Work-related social media use) and job satisfaction.

Radio formats and social media use in Europe – 28 case studies of public service practice

2014 ◽  
Vol 12 (1) ◽  
pp. 89-107
Author(s):  
Tiziano Bonini ◽  
Elvina Fesneau ◽  
J. Ignacio Gallego Perez ◽  
Corinna Luthje ◽  
Stanislaw Jedrzejewski ◽  
...  
Keyword(s):  
Social Media ◽  
Case Studies ◽  
Public Service ◽  
Media Use ◽  
Social Media Use

How to improve employee satisfaction and efficiency through different enterprise social media use

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ma Liang ◽  
Zhang Xin ◽  
Ding Xiao Yan ◽  
Fei Jianxiang
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Media Use ◽  
Work Efficiency ◽  
Social Media Use ◽  
Public And Private ◽  
Content Type ◽  
Enterprise Social Media ◽  
Employee Job Satisfaction ◽  
Social Media Platforms

PurposeWhile prior research provides interesting insights into the effect of social media use in enterprises, there is limited research on how use of different social media platforms affects employee job satisfaction and work efficiency. This study developed a research model to investigate how public and private social media platforms used for different motivations affect employee job satisfaction and work efficiency.Design/methodology/approachOnline surveys were conducted in China, generating 453 valid responses for analysis. Structural equation modeling is performed to test the research model and hypotheses.FindingsThe results suggest that (1) public social media used for both work- and social-related motivations positively affects employee job satisfaction, while private social media only used for social-related motivations can contribute to employee job satisfaction. (2) Public and private social media used for work-related motivations can contribute to employee work efficiency, while social-related motivations for use of public and private social media and employee work efficiency are not significant. (3) In the process of social media usage influencing employee job satisfaction and work efficiency, employees of different genders show significant differences.Originality/valueFirst, this paper contributes to information systems social media research by examining the joint effects of different motivations for public and private social media usage on employee job satisfaction and work efficiency in organizations. Second, it contributes to uses and gratification theory by clarifying the relationship between different motivations for enterprise social media use and its needs.

Change communication and the use of anonymous social media at work

2019 ◽  
Vol 24 (3) ◽  
pp. 410-424 ◽  
Author(s):  
Heewon Kim ◽  
Craig Scott
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Media Use ◽  
Freedom Of Speech ◽  
Perceived Usefulness ◽  
Anonymous Communication ◽  
Social Media Use ◽  
Content Type ◽  
Change Communication

Purpose The purpose of this paper is to investigate how employees use anonymous social media to cope with organizational change, which may affect various engagement outcomes. Specifically, this study focuses on change communication from management (i.e. top–down communication) and workplace freedom of speech (i.e. bottom–up communication) as potential antecedents of anonymous communication. In turn, commitment, turnover intention and job satisfaction are examined as engagement outcomes. Design/methodology/approach An online survey was conducted at Microsoft through Blind, a mobile platform for anonymous communication at work. A series of regression models were used to test hypotheses. Findings Results demonstrate that: the quality of change communication was related to anonymous social media use for information and support seeking; workplace freedom of speech was related to anonymous social media use for expressing ideas; perceived usefulness and trustworthiness of anonymous social media positively affected the usage of them; and the quality of change communication and workplace freedom of speech were linked to affective commitment and job satisfaction. Originality/value Despite the growing popularity of anonymous social media at work, their use and influences have received scarce empirical attention. This study advances the authors’ knowledge of the antecedents, characteristics and outcomes of anonymous social media use in a work environment characterized by frequent organizational changes. The findings also highlight the significance of communication qualities and freedom of speech at work.

scholarly journals Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

2020 ◽  
pp. 139-153
Author(s):  
Maan Alkhateeb ◽  
Rania Abdalla
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Media Use ◽  
Social Media Use ◽  
Work Related ◽  
The Impact

Social media has changed the modes of all aspects of business operations, particularly human resource management practices. Firms are increasingly using social media tools to facilitate information sharing among their employees in an attempt to improve the innovation process and firm performance. It is expected that using new information technologies such as social media will enable the firm to act proficiently on business opportunities and reconfigure human resources by utilizing networks to routinize the business's knowledge and innovation competencies. This study aims to examine how different purposes of social media use to influence employees' level of job performance directly or indirectly through job satisfaction as a mediator. Two purposes are identified: work-related purposes and personal purposes. A closed questions survey tool was used to gather the data from the employees of three leading organizations in the Tulkarm district. Two hundred eighty-two valid questionnaires were analyzed using SPSS and IBM SPSS Amos 24. The findings revealed that the impact of using social media for work purposes on job performance is fully mediated by job satisfaction, while social media use for personal purposes does not influence job performance directly nor indirectly. The current study enriches the available literature by examining social media use from two perspectives: work-related and personal purposes, thus added value to the available literature, particularly in the Palestinian context. Practically, managers could benefit from the work by adopting relevant strategies to guide this use in a way that motivate the employees towards achieving the goals of the organizations. Such as offering reliable internet services which may help in encouraging the employees or even attracting the ones who are not engaged yet in social media to start using it for work purposes, as for personal purposes, specific policies can be adopted to monitor this use within controls. The article recommends organizations to utilize and direct social media use for work purposes towards achieving the goals of the organizations. Keywords: communication, job satisfaction, performance, personal purposes, social media.

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