An Empirical Investigation into the Perceived Usefulness of Socio-technical Exchange in India: Social Identity, Social Exchange, and Social Vicinity

Abstract. Knowledge exchange via social media is crucial for organizational success. Yet, many employees only read others’ contributions without actively contributing their knowledge. We thus examined predictors of the willingness to contribute knowledge. Applying social identity theory and expectancy theory to knowledge exchange, we investigated the interplay of users’ identification with their organization and perceived usefulness of a social media tool. In two studies, identification facilitated users’ willingness to contribute knowledge – provided that the social media tool seemed useful (vs. not-useful). Interestingly, identification also raised the importance of acquiring knowledge collectively, which could in turn compensate for low usefulness of the tool. Hence, considering both social and media factors is crucial to enhance employees’ willingness to share knowledge via social media.

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What Drives Continuance Intention towards Social Media? Social Influence and Identity Perspectives

Sustainability ◽

10.3390/su12177081 ◽

2020 ◽

Vol 12 (17) ◽

pp. 7081 ◽

Cited By ~ 2

Author(s):

Athapol Ruangkanjanases ◽

Shu-Ling Hsu ◽

Yenchun Jim Wu ◽

Shih-Chih Chen ◽

Jo-Yu Chang

Keyword(s):

Social Media ◽

Social Identity ◽

New Media ◽

Social Influence ◽

Perceived Usefulness ◽

Continuance Intention ◽

Positive Effects ◽

The Social ◽

Media Platform ◽

Continuous Usage Intention

With the growth of social media communities, people now use this new media to engage in many interrelated activities. As a result, social media communities have grown into popular and interactive platforms among users, consumers and enterprises. In the social media era of high competition, increasing continuance intention towards a specific social media platform could transfer extra benefits to such virtual groups. Based on the expectation-confirmation model (ECM), this research proposed a conceptual framework incorporating social influence and social identity as key determinants of social media continuous usage intention. The research findings of this study highlight that: (1) the social influence view of the group norms and image significantly affects social identity; (2) social identity significantly affects perceived usefulness and confirmation; (3) confirmation has a significant impact on perceived usefulness and satisfaction; (4) perceived usefulness and satisfaction have positive effects on usage continuance intention. The results of this study can serve as a guide to better understand the reasons for and implications of social media usage and adoption.

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Effects of confidence and social benefits on consumers’ extra-role and in-role behaviors: A social identity and social exchange perspective

Journal of Retailing and Consumer Services ◽

10.1016/j.jretconser.2021.102879 ◽

2022 ◽

Vol 65 ◽

pp. 102879

Author(s):

Utkarsh ◽

Roopak Kumar Gupta

Keyword(s):

Social Identity ◽

Social Exchange ◽

Social Benefits ◽

Role Behaviors

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The Influence of Social Presence, Social Exchange and Feedback Features on SNS Continuous Use

Journal of Organizational and End User Computing ◽

10.4018/joeuc.2016040103 ◽

2016 ◽

Vol 28 (2) ◽

pp. 33-52 ◽

Cited By ~ 6

Author(s):

Mustapha Cheikh-Ammar ◽

Henri Barki

Keyword(s):

Social Exchange ◽

Social Presence ◽

Online Survey ◽

Perceived Usefulness ◽

Attitudes And Beliefs ◽

Design Elements ◽

Perceived Social Presence ◽

Continuous Use ◽

Practical Implications

Social network sites (SNS) are venues for information sharing that provide a variety of communication features capable of stirring emotions, attitudes and beliefs. This paper highlights the role of SNS feedback features and the meanings they communicate to their users, as design elements capable of enhancing the SNS experience. Based on the theories of Social Presence and Social Exchange, the study suggests and empirically validates a research model where Feedback, Perceived Social Presence, Attitude, Enjoyment and Perceived Usefulness are hypothesized to explain intentions to continue to use an SNS. The results of an online survey of 262 Facebook users found that feedback features were central SNS components that influenced perceptions of social presence and enjoyment, which in turn, along with attitude and perceived usefulness, influenced intentions to continue using Facebook, explaining 55% of its variance. The theoretical and practical implications of these results are discussed.

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Social Identity and Social Exchange: Identification, Support, and Withdrawal From the Job

Journal of Applied Social Psychology ◽

10.1111/j.1559-1816.2007.00168.x ◽

2007 ◽

Vol 37 (3) ◽

pp. 457-477 ◽

Cited By ~ 122

Author(s):

Daan van Knippenberg ◽

Rolf van Dick ◽

Susana Tavares

Keyword(s):

Social Identity ◽

Social Exchange

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How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

Sustainability ◽

10.3390/su11082309 ◽

2019 ◽

Vol 11 (8) ◽

pp. 2309 ◽

Cited By ~ 7

Author(s):

Jihye Park ◽

Dawoon Jung ◽

Pyoungsoo Lee

Keyword(s):

Social Exchange ◽

Process Improvement ◽

Social Exchange Theory ◽

Process Management ◽

Empirical Investigation ◽

Sustainable Manufacturing ◽

Manufacturing Flexibility ◽

Manufacturing Enterprises ◽

The Impact ◽

The Relationship

The primary purpose of this study is to investigate the relationship between high-commitment human resource management (HCHRM) practices and process improvement activities (i.e., manufacturing flexibility) by utilizing the theory of social exchange. We conducted an empirical study to discover the links between social exchange theory and process management from an HRM perspective. For the empirical investigation, we used data from 601 manufacturing enterprises provided by the Ministry of Trade, Industry, and Energy in South Korea. The research is conducted based on employees’ capabilities for process management as a mediator in the analysis of the impact of the HCHRM system on manufacturing flexibility (i.e., internally-driven and externally-driven flexibility). The results of the study show that the HCHRM system ultimately explains manufacturing flexibility through enhancement of employees’ capabilities.

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The Relationship Between Perceived Organizational Support and Affective Commitment

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000112 ◽

2014 ◽

Vol 13 (4) ◽

pp. 167-173 ◽

Cited By ~ 12

Author(s):

Gaëtane Caesens ◽

Géraldine Marique ◽

Florence Stinglhamber

Keyword(s):

Social Identity ◽

Social Exchange ◽

Organizational Support ◽

Organizational Identification ◽

Affective Commitment ◽

Perceived Organizational Support ◽

The Social ◽

The Relationship

Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both felt obligation and organizational identification partially mediate the relationship between POS and AC. In sum, this research shows that the two mechanisms play a concomitant role in the link between POS and AC.

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Unbundling employer branding, job satisfaction, organizational identification and employee retention: a sequential mediation analysis

Asia-Pacific Journal of Business Administration ◽

10.1108/apjba-08-2020-0279 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Shubhangi Bharadwaj ◽

Nawab Ali Khan ◽

Mohammad Yameen

Keyword(s):

Job Satisfaction ◽

Social Identity ◽

Competitive Advantage ◽

Social Exchange ◽

Organizational Identification ◽

Employee Retention ◽

Mediation Model ◽

Branding Strategy ◽

Employer Branding ◽

Content Type

PurposeThis paper aims to extend employer branding research by investigating the role of job satisfaction and organizational identification as predictors of employee retention, and their mediating role between employer branding and employee retention.Design/methodology/approachA cross-sectional survey is utilized to gather data from 352 employees working in top Indian IT organizations. Hypotheses were tested and analyzed utilizing SPSS PROCESS Macro.FindingsThe results reveal that employer branding is positively related to job satisfaction, organizational identification and employee retention. The analysis provides support for the mediating effects on employee retention of employer branding through job satisfaction and organizational identification. In addition, results also provide support for the serial mediation model, where employer branding was found to influence employee retention via job satisfaction and organizational identification in a sequential manner. The findings connote that the enhanced positive identity of satisfied employees suppresses the intention to leave among IT professionals.Practical implicationsThe findings suggest that an employer branding strategy with a unique set of attributes can provide a competitive advantage to employers in terms of high retention levels. The findings also highlight the fact that the importance of employer branding strategy should not be merely confined to the issue of retention as it can also play a vital role in enhancing job satisfaction and employees' identification level. Hence, managers are required to devise an employer branding strategy with a long-term intent that focuses on gaining a competitive advantage and aiming to improve relationships with employees.Originality/valueThe researchers have enriched social identity and social exchange theory as a theoretical paradigm, examining antecedents of employee retention. The study has extended the foregoing direct or simple mediation models by integrating social identity theory and job satisfaction in a sequential mediation model.

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