Effects of work interruption on employees' work performance: moderating role of social media usage

IF 4.9 3区 管理学 Q1 INFORMATION SCIENCE & LIBRARY SCIENCE
Liang Ma, Xin Zhang
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Abstract

Purpose Work interruptions (WIs) due to social media are becoming more and more common in the daily lives of organizations. However, the relationship between WI and work performance of employees is still unclear. This study aims to investigate the effects of WIs due to social media on employees' work performance in terms of different mechanisms; it also considers the moderating role of social media usage. Design/methodology/approach Using the jobs demands-resource (JD-R) model, this paper proposes a research model to investigate the effects of WIs on employee work performance from the perspective of the enabling mechanism and burden mechanism. Structural equation modeling (SEM) was used to analyze the data of 444 employees. Findings The results show that (1) with regard to the enabling mechanism path, WI has a positive effect on employees' sense of belonging, which further has a positive effect on employees' work performance; (2) with regard to the burden mechanism path, WI has a positive effect on employees' interruption overload; however, the effect of employee interruption overload on employees' work performance is not significant, and (3) social media used for either work or social purposes can strengthen the relationship between WI and interruption overload, while social media used for work-related purposes can reduce the relationship between WI and a sense of belonging. Originality/value First, this paper contributes to the WI literature by clarifying how WI affects employees' work performance through different mechanisms, namely the enabling mechanism and the burden mechanism. Second, this paper contributes to the WI literature by revealing a boundary condition, namely social media use, between WI and a sense of belonging and between WI and employees' interruption overload.
工作中断对员工工作绩效的影响:社交媒体使用的调节作用
由于社交媒体导致的工作中断(WIs)在组织的日常生活中变得越来越普遍。然而,WI与员工工作绩效之间的关系尚不清楚。本研究旨在从不同的机制探讨社交媒体对员工工作绩效的影响;它还考虑了社交媒体使用的调节作用。本文运用工作需求-资源(job demand -resource, JD-R)模型,从使能机制和负担机制两个角度,提出了工作满意度对员工工作绩效影响的研究模型。采用结构方程模型(SEM)对444名员工的数据进行分析。研究结果表明:(1)在使能机制路径上,WI对员工的归属感有正向影响,进而对员工的工作绩效有正向影响;(2)在负担机制路径上,WI对员工的中断过载有正向影响;(3)无论是出于工作目的还是出于社交目的的社交媒体都能强化WI与中断过载的关系,而出于工作目的的社交媒体则会降低WI与归属感的关系。首先,本文对WI文献的贡献在于阐明WI如何通过不同的机制,即使能机制和负担机制影响员工的工作绩效。其次,本文通过揭示WI与归属感之间以及WI与员工干扰过载之间的边界条件,即社交媒体使用,对WI文献做出了贡献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Information Technology & People
Information Technology & People INFORMATION SCIENCE & LIBRARY SCIENCE-
CiteScore
8.20
自引率
13.60%
发文量
121
期刊介绍: Information Technology & People publishes work that is dedicated to understanding the implications of information technology as a tool, resource and format for people in their daily work in organizations. Impact on performance is part of this, since it is essential to the well being of employees and organizations alike. Contributions to the journal include case studies, comparative theory, and quantitative research, as well as inquiries into systems development methods and practice.
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