Research On The Influence And Mechanism Of Employee Social Media Usage On Job Performance

Social media is a typical way in the public life.Social media integrates into modern people's life and work,and becomes an important part of people's communication.In the past decade,social media has been widely used in enterprises.It has become a mainstream communication tool in enterprises.Many managers regard enterprise performance as their top priority,while employee job performance is closely related to the enterprise performance.Therefore,the impact of social media on job performance as a controversial focus has been gradually attracted scholars' attention.Considering the practical pertinence and the research relevance,this paper systematically explores employee social media usage behavior in the workplace,and reveals the mechanism of employee social media usage on job performance.Based on previous studies,this paper constructs a conceptual model of the interaction among employee social media usage,social capital,technostress and job performance,then an empirical study is conducted based on employees with social media usage experience.The results show that: Firstly,work-oriented social media usage and social-oriented social media usage positively affect job performance.Secondly,social capital plays a mediating role between employee social media usage and job performance.Thirdly,technostress plays a mediating role between workoriented social media usage and job performance.On the basis of above conclusions,this paper examines the moderating effect of employee network heterogeneity and job characteristic.The results show that: Firstly,age heterogeneity plays a moderating role between social-oriented social media usage and social capital,experience heterogeneity plays a moderating role between employee social media usage and social capital.Experience heterogeneity moderates the mediating role of social capital.Secondly,autonomy and skill variety play moderating roles between employee social media usage and technostress.Autonomy and skill variety moderate the mediating role of technostress.The value of this study is mainly reflected as follows: Firstly,it enriches media synchronicity theory which connecting media,communication process and performance.On the basis of media synchronicity theory,this paper explains the mechanism of employee social media usage on job performance.It provides a new research perspective.The variables of information transmission process and information convergence process are specified.The positive and negative mechanisms of employee social media usage affecting job performance are divided.It promotes the understanding of the relationship between employee social media usage and job performance.Secondly,social capital and technostress are introduced into the model of "employee social media usage-job performance".The model of employee social media usage affecting job performance combs the contradictory views.To a certain extent,it provides some ideas for future research.Thirdly,it defines the boundary of employee social media usage effectiveness.This paper focuses on the context and process of employee network heterogeneity.Using the advantage of employee network heterogeneity to affect job performance,and avoid the negative impact of employee network heterogeneity.Fourthly,exploring and discovering the potential negative effects of employee social media usage.On one hand,the discovery of this negative effect has positively responded to the researchers' call for a full understanding of social media.On the other hand,it also reminds managers to prevent and reduce the social media's negative effects before making plans about introducing social media to workplace.