The Use of Online Social Networks in Higher Education and Its Influence on Job Performance

2016 ◽  
pp. 330-353
Author(s):  
Vera Silva Carlos ◽  
Ricardo Gouveia Rodrigues
Keyword(s):  
Higher Education ◽  
Social Networks ◽  
Online Social Networks ◽  
Positive Influence ◽  
Future Research ◽  
Work Related ◽  
Attitudes And Behaviors ◽  
Dichotomous Variable ◽  
Considerable Impact ◽  
And Behaviors

There is plenty of evidence on a positive influence of social relationships on work-related attitudes and behaviors. Besides, online social networks (OSNs), made possible by Web 2.0, have become a global phenomenon and have a considerable impact on the way people communicate and interact with each other. Our purpose is to evaluate the effect of using OSNs on the worker's attitudes and behaviors, particularly in the context of Higher Education. In this sense, we used a questionnaire, to evaluate the attitudes of 157 faculty members. To assess the use of OSNs, we resorted to a dichotomous variable. After analyzing and discussing the results we conclude that the use of OSNs influences the worker's performance, but not Job satisfaction, Organizational commitment or extra-role performance. The relationships we propose in what concerns the worker's attitudes are all empirically proved. Lastly, we describe the study limitations and we suggest some perspectives for future research.

The Use of Online Social Networks in Higher Education and Its Influence on Job Performance

2017 ◽  
pp. 576-601
Author(s):  
Vera Silva Carlos ◽  
Ricardo Gouveia Rodrigues
Keyword(s):  
Higher Education ◽  
Social Networks ◽  
Online Social Networks ◽  
Positive Influence ◽  
Future Research ◽  
Work Related ◽  
Attitudes And Behaviors ◽  
Dichotomous Variable ◽  
Considerable Impact ◽  
And Behaviors

There is plenty of evidence on a positive influence of social relationships on work-related attitudes and behaviors. Besides, online social networks (OSNs), made possible by Web 2.0, have become a global phenomenon and have a considerable impact on the way people communicate and interact with each other. Our purpose is to evaluate the effect of using OSNs on the worker's attitudes and behaviors, particularly in the context of Higher Education. In this sense, we used a questionnaire, to evaluate the attitudes of 157 faculty members. To assess the use of OSNs, we resorted to a dichotomous variable. After analyzing and discussing the results we conclude that the use of OSNs influences the worker's performance, but not Job satisfaction, Organizational commitment or extra-role performance. The relationships we propose in what concerns the worker's attitudes are all empirically proved. Lastly, we describe the study limitations and we suggest some perspectives for future research.

The Influence of (Online) Social Networks on Workers' Attitudes and Behaviours in Higher Education Institutions

2017 ◽  
pp. 644-666
Author(s):  
Vera Silva Carlos ◽  
Ricardo Gouveia Rodrigues
Keyword(s):  
Higher Education ◽  
Social Networks ◽  
Web 2.0 ◽  
Online Social Networks ◽  
Higher Education Institutions ◽  
Positive Influence ◽  
Faculty Members ◽  
Future Research ◽  
Work Related ◽  
Considerable Impact

According to the literature, social relationships have a positive influence on work-related attitudes and behaviours. Taking into account that Online Social Networks (OSNs), brought about by Web 2.0, have become an international phenomena and have a considerable impact on the way people communicate and interact with each other, the chapter's purpose is to evaluate the effect that the use of OSNs has on the worker's attitudes and behaviours. In this way, the authors use a questionnaire to evaluate the attitudes of 157 faculty members in Higher Education Institutions (HEI). To assess the use of OSNs by faculty members, they use a binary variable. After analysing and discussing the results, the authors conclude that the use of OSNs influences the workers' performance traits. The relations they propose in what concerns the workers' attitudes are all empirically proven. At last, the authors describe the study limitations and suggest some perspectives for future research.

The Use of Online Social Networks and Its Influence on Job-Related Behavior

2019 ◽  
pp. 106-129
Author(s):  
Vera Silva Carlos ◽  
Ricardo Gouveia Rodrigues
Keyword(s):  
Social Networks ◽  
Online Social Networks ◽  
Online Survey ◽  
Positive Influence ◽  
Future Research ◽  
Work Related ◽  
Attitudes And Behaviors ◽  
Empirically Supported ◽  
And Behaviors ◽  
And Behavior

Web 2.0 technologies have progressively transformed social interactions among people. In addition, there is plenty of evidence of a positive influence of social relationships on work-related attitudes and behaviors. Within these frameworks, the purpose is to evaluate the effect of using online social networks on the workers' attitudes and behaviors, particularly in the context of higher education. The authors used an online survey to evaluate the attitudes and behavior of 157 faculty members. To assess the use of OSNs, they used a dichotomous variable. The t-student test and the PLS method were used to analyze the data. They conclude that the use of OSNs influences the workers' performance, but not job satisfaction, organizational commitment, or organizational citizenship behaviors (extra-role performance). The relationships they propose in what concerns the workers' attitudes are all empirically supported. Lastly, they describe the study limitations and we suggest some perspectives for future research.

The Influence of (Online) Social Networks on Workers’ Attitudes and Behaviours in Higher Education Institutions

2014 ◽  
pp. 259-279
Author(s):  
Vera Silva Carlos ◽  
Ricardo Gouveia Rodrigues
Keyword(s):  
Higher Education ◽  
Social Networks ◽  
Web 2.0 ◽  
Online Social Networks ◽  
Higher Education Institutions ◽  
Positive Influence ◽  
Faculty Members ◽  
Future Research ◽  
Work Related ◽  
Considerable Impact

According to the literature, social relationships have a positive influence on work-related attitudes and behaviours. Taking into account that Online Social Networks (OSNs), brought about by Web 2.0, have become an international phenomena and have a considerable impact on the way people communicate and interact with each other, the chapter’s purpose is to evaluate the effect that the use of OSNs has on the worker’s attitudes and behaviours. In this way, the authors use a questionnaire to evaluate the attitudes of 157 faculty members in Higher Education Institutions (HEI). To assess the use of OSNs by faculty members, they use a binary variable. After analysing and discussing the results, the authors conclude that the use of OSNs influences the workers’ performance traits. The relations they propose in what concerns the workers’ attitudes are all empirically proven. At last, the authors describe the study limitations and suggest some perspectives for future research.

scholarly journals The Dark Side of Using Online Social Networks

2021 ◽  
Vol 29 (6) ◽  
pp. 0-0
Keyword(s):  
Social Networks ◽  
Social Exchange ◽  
Online Social Networks ◽  
Dark Side ◽  
Future Research ◽  
Structured Interviews ◽  
Negative Effects ◽  
Privacy Concerns ◽  
Low Performance ◽  
Rich Spectrum

Research on online social networks (OSNs) has focused overwhelmingly on their benefits and potential, with their negative effects overlooked. This study builds on the limited existing work on the so-called ‘dark side’ of using OSNs. The authors conducted a systematic review of selected databases and identified 46 negative effects of using OSNs from the users’ perspective, which is a rich spectrum of users’ negative experiences. This article then proposed nomenclature and taxonomy for the dark side of using OSNs by grouping these negative effects into six themes: cost of social exchange, cyberbullying, low performance, annoying content, privacy concerns and security threats. This study then conducted structured interviews with experts to confirm the sense-making and validity of the proposed taxonomy. This study discusses the confirmed taxonomy and outlines directions for future research.

Breaking the psychological contract of travel agency employees during the COVID-19 pandemic: The moderating role of mindfulness

2021 ◽  
pp. 146735842110546
Author(s):  
Moustafa Mekawy ◽  
Ahmed Mohamed Elbaz ◽  
Maha M Shabana ◽  
Mohammad Soliman
Keyword(s):  
Emotional Exhaustion ◽  
Psychological Contract ◽  
Workplace Incivility ◽  
Future Research ◽  
Travel Agency ◽  
Attitudes And Behaviors ◽  
Work Alienation ◽  
Organizational Cynicism ◽  
Travel Agencies ◽  
And Behaviors

This study investigates the influence of psychological contract breach (PCB) on work-related attitudes and behaviors (i.e., organizational cynicism, workplace incivility and work alienation) and employees’ emotional exhaustion. It also examines the direct association between these attitudes and behaviors and emotional exhaustion as well as investigating how mindfulness moderates these associations. Based on a quantitative approach, data were collected from 437 employees of Egyptian travel agencies. The PLS-SEM analysis revealed that PCB positively affects employees’ emotional exhaustion and job-related attitudes as well as behaviors, which consequently impact their emotional exhaustion. The findings indicated that the effect of organizational cynicism, workplace incivility, and work alienation on emotional exhaustion is weaker with higher levels of mindfulness and greater with lower levels of mindfulness. Besides its theoretical contributions, this paper presents substantial practical insights and managerial implications for managers of travel agencies regarding the outcomes of PCB. Limitations and future research are also given.

scholarly journals Awesome women and bad feminists: the role of online social networks and peer support for feminist practice in academia

2019 ◽  
Vol 27 (3) ◽  
pp. 415-435
Author(s):  
Hannah Bayfield ◽  
Laura Colebrooke ◽  
Hannah Pitt ◽  
Rhiannon Pugh ◽  
Natalia Stutter
Keyword(s):  
Higher Education ◽  
Social Networks ◽  
Peer Support ◽  
Online Social Networks ◽  
Online Collaboration ◽  
Online Networks ◽  
Feminist Practice ◽  
Digital Spaces

In her book, ‘Bad Feminist’, Roxane Gay claims this label shamelessly, embracing the contradictory aspects of enacting feminist practice while fundamentally being ‘flawed human[s]’. This article tells a story inspired by and enacting Roxane Gay’s approach in academia, written by five cis-gendered women geographers. It is the story of a proactive, everyday feminist initiative to survive as women in an academic precariat fuelled by globalised, neoliberalised higher education. We reflect on what it means to be (bad) feminists in that context, and how we respond as academics. We share experiences of an online space used to support one another through post-doctoral life, a simple message thread, which has established an important role in our development as academics and feminists. This article, written through online collaboration, mirrors and enacts processes fundamental to our online network, demonstrating the significance and potential of safe digital spaces for peer support. Excerpts from the chat reflect critically on struggles and solutions we have co-developed. Through this, we celebrate and validate a strategy we know that we and others like us find invaluable for our wellbeing and survival. Finally, we reflect on the inherent limitations of exclusive online networks as tools for feminist resistance.

scholarly journals Time for work: Analyzing the role of time perspectives in work attitudes and behaviors

2019 ◽  
Author(s):  
Katarzyna Wojtkowska ◽  
Maciej Stolarski ◽  
Gerald Matthews
Keyword(s):  
Job Satisfaction ◽  
Individual Differences ◽  
Personality Traits ◽  
Work Engagement ◽  
Time Perspective ◽  
Work Behaviors ◽  
Work Related ◽  
Attitudes And Behaviors ◽  
And Behaviors

AbstractPrevious research has provided strong evidence for a pronounced role of time perspective (TP) in various areas of human functioning, including cognitive processes, mental and physical health, environmental behaviors, and relationship quality. The aim of the present study was to investigate the role of individual differences in TP in work-related attitudes and behaviors. In a sample of 200 office workers, we administered a set of questionnaires measuring TPs, job satisfaction, work engagement, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB). Additionally, we controlled for the Big Five personality traits which may be related to the work-related outcomes of interest. Analyses of the data revealed that Future-Positive TP predicted more desired work-related outcomes, i.e., higher job satisfaction, work engagement, and OCB, and lower CWB. An opposite pattern of associations was observed for Present-Fatalistic, Deviation from Balanced Time Perspective, and (partially) for Future-Negative TPs. The vast majority of these effects were still significant after controlling for personality traits. Using path modelling we also demonstrated that the effects of TPs on work behaviors (OCB and CWB) are mostly mediated by job satisfaction and engagement. The present results suggest that TP theory may prove to be a useful tool in organizational psychology for understanding individual differences in work behaviors.

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