scholarly journals Impact of Social Media Addiction on Employees’ Wellbeing and Work Productivity

2020 ◽  
Author(s):  
Chetna Priyadarshini ◽  
Ritesh Dubey ◽  
YLN Kumar ◽  
Rajneesh Jha
Keyword(s):  
Social Media ◽  
Interpretative Phenomenological Analysis ◽  
Qualitative Data ◽  
Work Productivity ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Media Usage ◽  
Social Media Addiction ◽  
Resource Managers ◽  
Lack Of Sleep

The objective of this study is to gain insights into the experiences of employees regarding their social media usage and consequences of social media overuse at the workplace. Fourteen semi-structured interviews were conducted, audio-recorded, transcribed, and analyzed using the Interpretative Phenomenological Analysis (IPA) procedures. The qualitative data was collected from the employees working in renowned IT/ITES companies in India. The themes that emerged are lack of sleep; backache and eye strain; feeling of envy; lack of depth in the relationships; tendency to seek approvals; not meeting deadlines; compromise with the work quality; distraction from work. The present study intends to assist human resource managers in designing appropriate policies and guidelines pertaining to employees’ social media usage at the workplace.

scholarly journals Resistance to change during uncertainty-perspective of covid-19: An empirical investigation into resistance management in the healthcare organizations

2021 ◽  
Vol 22 (2) ◽  
pp. 5-20
Author(s):  
Ali Ahmad ◽  
◽  
Dababrata Chowdhury ◽  
Keyword(s):  
Research Study ◽  
Resistance To Change ◽  
Resistance Management ◽  
Computer Software ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Healthcare Organizations ◽  
Line Managers ◽  
Top Executives ◽  
Resource Managers

Resistance to change is widely recognized as the main reason forfailure whenit comes to any kind of change initiative. Despite its importance, there is still rather limited knowledge concerning the factors that trigger this behaviorinthe workplace. The primary purpose of this research study is to uncover the reason behind the resistance to change during uncertainty (perspective of covid-19). A mixed methodologyapproach was used in this research study to identify the factors that facilitate resistance management in healthcare organizations in Bangladesh. Data collection was semi-structured interviews with purposive sampling to select respondents which included top executives, human resource managers, CEOs,and line managers. To create themes and sub-themes computer software NVIVO has been used and 10 total interviews were recorded by the software. Clustered probability sampling method has been carried out for the questionnaire survey and analyzedthe data with computer software SPSS. The results show that effective communication reduces the intensity of resistance in healthcare organizations.The study also revealed that resistance to change often helps to explore alternative perspectives

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

Understanding the Use of Social Media for Employer Branding

2015 ◽  
pp. 46-72
Author(s):  
Maxim Viktor Wolf ◽  
Julian Mark Sims ◽  
Huadong Yang
Keyword(s):  
Social Media ◽  
Human Resource ◽  
Human Resource Managers ◽  
Employer Branding ◽  
System A ◽  
Resource Managers ◽  
Employer Brand ◽  
Communication Flow ◽  
Use Of Social Media ◽  
The Impact

Employer branding applies marketing tools to promote an organisation as an employer to current and potential employees. The importance of strategic alignment between parts of the business has been highlighted in literature: marketing and human resource activities are no exception. On the contrary, the alignment of customer brand and employer brand is equally important to marketers and human resource managers. This chapter frames the creation and communication of the employer brand as a “strong communication system”. A framework for assessment of the system's strength is introduced and a practical application of this framework is demonstrated in two case studies. The conflict between the traditional top-down one-way marketing communication flow and bottom-up bi-directional communication on social media is highlighted and the impact of this apparent conflict on the system strength is discussed. Social media appears to change the way in which employer brand is created, communicated and perceived and this chapter aims in aiding the understating of this changes.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

scholarly journals Policing through social media: a qualitative exploration

2020 ◽  
Vol 22 (2) ◽  
pp. 208-218
Author(s):  
Seth Wyatt Fallik ◽  
Ross Deuchar ◽  
Vaughn J Crichlow ◽  
Hannah Hodges
Keyword(s):  
Social Media ◽  
Law Enforcement ◽  
Police Officer ◽  
Qualitative Data ◽  
Positive Impact ◽  
Ethnographic Research ◽  
Structured Interviews ◽  
Law Enforcement Agencies ◽  
The Past ◽  
Qualitative Exploration

Social media, in the past decade, has been used to hold police accountable for their actions. There has been, however, a paucity of empirical research into how law enforcement uses social media. To explore this issue, this paper uses qualitative data emerging from ethnographic research conducted in a Southern American state. Participant observations of police officer deployments were paired with semi-structured interviews with officers from three law enforcement agencies. The extent and ways in which these officers used social media is explored. Findings indicate that social media is used to bring positive attention to law enforcement agencies and aid criminal investigations. Although the positive impact of social media was highlighted in these experiences, persistent problems and challenges also featured in the data. Finally, officer insights were drawn upon to make recommendations for future policing policy and research.

scholarly journals Social Media Use, Engagement and Addiction as Predictors of Academic Performance

2015 ◽  
Vol 7 (4) ◽  
pp. 86 ◽  
Author(s):  
Jamal J. Al-Menayes
Keyword(s):  
Social Media ◽  
Factor Analysis ◽  
Academic Performance ◽  
Media Use ◽  
Social Media Use ◽  
Media Usage ◽  
Social Media Addiction ◽  
Negative Effect ◽  
Performance Results ◽  
Predictors Of Academic Performance

<p>This study investigated the effect of social media usage, engagement, and addiction on academic performance. First, the results show that the amount of time one spends using social media affects academic performance in a negative way. The amount of time one spends using social media is negatively correlated with their academic performance. Second, the study examined the effect of social media engagement on academic performance. Results show the SMEQ had no significant impact on academic performance. This outcome indicates that, unlike social media usage, being engaged alone does not affect academic performance. Finally, the study looked at social media addiction and its effect on academic performance. Social Media Addiction Scale (SMAS) was used for this purpose. Factor analysis was again used to determine the dimensions of SMAS. The analysis yielded three factors. Two of these factors were negative predictors of academic performance. This is not surprising since addiction implies heavy usage that previously showed the same negative effect on academic performance.</p>

scholarly journals Social Media Use, Addiction and Burnout Levels of Hospital Employees, Effective Factors: A Cross Sectional Study

2021 ◽  
pp. 34-41
Author(s):  
Kübra Yildiz Aydin ◽  
Neriman Aydin ◽  
Birgül Özçirpici
Keyword(s):  
Social Media ◽  
Media Use ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Social Media Use ◽  
Cross Sectional ◽  
Never Married ◽  
Media Usage ◽  
Social Media Addiction ◽  
Hospital Employees

Background: As years passes by, the usage of social media has become an important public health issue. It is known that problematic social media use is related with health problems. With this study, it is aimed to determine the social media use of hospital employees, the relation between social media addiction and burnout levels and to determine effective factors.                                                                                                                 Methods: Target population of the cross-sectional study consists of 2627 person between the ages of 18-60 who is working at a university hospital. Minimum sample size was calculated as 321 and reached up to 323 people. Question form, Burnout Scale and Social Media Addiction Adult Form were applied by interviewing the employees face-to-face between the months of March-April 2019. Results: 80.2% of the participants use social media every day, 63.1% of them use social media mostly at evenings. 94.8% of people mostly connect to social media with their phone. Average time spent daily on social media is 91, 33±87, 89 minutes. Daily social media use is significantly higher in women, university graduates, nurses. There is a significant difference between age groups and between married and never married in terms of average time spent daily on social media. Social media addiction scale score is significantly higher in women, never married persons and in the age group 20-29. Weak correlation was determined between scores of social media addiction scale and burnout levels, and age and time spent on social media.                                                                                                                                         Conclusions: It is determined that social media usage in hospital employees is higher than Turkey’s average and there is a positive relation between scores of social media addiction scale and burnout levels. Providing education to employees in order to reduce social media usage, hanging posters related with how over-usage of social media may lead to burnout.

scholarly journals Social Media Usage or Addiction: Social Media Addiction among Late Adolescence

2020 ◽  
Vol 01 (01) ◽  
Author(s):  
Nazia Yaqoob ◽  
Shumaila Mehnaz ◽  
Ammarah Saleem
Keyword(s):  
Social Media ◽  
Late Adolescence ◽  
Media Usage ◽  
Social Media Addiction

Understanding the Use of Social Media for Employer Branding

2017 ◽  
pp. 1708-1736 ◽  
Author(s):  
Maxim Viktor Wolf ◽  
Julian Mark Sims ◽  
Huadong Yang
Keyword(s):  
Social Media ◽  
Human Resource ◽  
Human Resource Managers ◽  
Employer Branding ◽  
System A ◽  
Resource Managers ◽  
Employer Brand ◽  
Communication Flow ◽  
Use Of Social Media ◽  
The Impact

Employer branding applies marketing tools to promote an organisation as an employer to current and potential employees. The importance of strategic alignment between parts of the business has been highlighted in literature: marketing and human resource activities are no exception. On the contrary, the alignment of customer brand and employer brand is equally important to marketers and human resource managers. This chapter frames the creation and communication of the employer brand as a “strong communication system”. A framework for assessment of the system's strength is introduced and a practical application of this framework is demonstrated in two case studies. The conflict between the traditional top-down one-way marketing communication flow and bottom-up bi-directional communication on social media is highlighted and the impact of this apparent conflict on the system strength is discussed. Social media appears to change the way in which employer brand is created, communicated and perceived and this chapter aims in aiding the understating of this changes.

scholarly journals Managerial Perceptions on Internal Marketing and Employee Commitment in Nepal

2020 ◽  
Vol 9 (1) ◽  
pp. 41-47
Author(s):  
Prakash Shrestha
Keyword(s):  
Commercial Banks ◽  
Employee Commitment ◽  
Internal Marketing ◽  
Insurance Companies ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Major Purpose ◽  
Management Level ◽  
Resource Managers ◽  
Managerial Perceptions

The major purpose of this study is to examine the managerial perceptions on internal marketing and employee commitment in Nepal. This is a qualitative research in nature. It covers management-level employees of covers 30 organizations (including 14 commercial banks and 16 insurance companies) of Nepal. This study is based on discussions with 30 managers ((division chiefs, branch managers, human resource managers, department heads, IT managers, branch managers, officers and managers) of Nepalese commercial banks and insurance companies by using semi-structured interviews and discussions. The results of present study show that the managers are conscious about internal marketing and employee commitment in their organizations. They also realized the important factor of these components. It is suggested that management should be aggressively engaged in internal marketing to arrive at a synergy of satisfied employees and promoted employee commitment. Committed, satisfied and competent employees will make a better impression on customers, benefiting the organization as a whole.

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