摘要：
员工是否可以使用社交媒体是困扰企业管理者多年的问题.一方面,企业管理者担心员工使用社交媒体导致工作效率下降,从而禁止他们使用社交媒体;另一方面,由于社交媒体可以拓展员工的知识,企业管理者希望他们能够使用社交媒体提高工作绩效.为进一步明确社交媒体使用的效果,基于表征理论和使用与满足理论,利用274份企业员工调查问卷的数据,使用结构方程模型,研究社交媒体使用对员工工作满意度和工作绩效的影响.将社交媒体使用划分为基于工作的社交媒体使用和基于社交的社交媒体使用,检验二者对员工工作满意度、员工创新型绩效和常规型绩效的影响.研究结果表明,基于工作的社交媒体使用对员工工作满意度的影响不显著,基于社交的社交媒体使用正向影响员工工作满意度;员工工作满意度对他们的创新型绩效和常规型绩效产生正向影响,对创新型绩效的影响更大;员工工作满意度在基于工作的社交媒体使用与员工绩效之间起部分中介作用,在基于社交的社交媒体使用与员工绩效之间起完全中介作用;男性员工在使用社交媒体时,更容易对工作满意;女性员工在工作满意后,更容易提升常规型绩效,而在工作满意度影响员工创新型绩效的过程中,男女员工不存在显著差异;职位类型调节社交媒体使用与员工工作满意度以及员工工作满意度与员工绩效之间的关系,与普通员工相比,管理者使用社交媒体后更容易产生工作满意并提高工作绩效.研究结论为不同目的的社交媒体使用如何影响员工工作满意度和员工绩效提供了微观知识基础,进一步丰富了社交媒体在企业内部使用及其影响的边界条件,深化了对于在企业内部使用社交媒体的理论认识,有助于对社交媒体使用、员工工作满意度和员工绩效三者之间关系形成更完整的认识,并对企业是否应该禁用社交媒体给出相关借鉴.%Efficacy of employees′social media use is controversial.On the one hand, companies are usually concerned about employees′heavy social media use in non-productive activities, which reduces their work efficiency.Thus, access to online so-cial media is discouraged.On the other hand, enterprise social media encourages companies to advocate incorporating employees′work-related tasks online because social media can expand their knowledge.To further clarify the effect of social media use, and based on the theory of representation and on the theory of use and gratification, a survey was sent to 274 corporate employees. The questionnaire was designed to study the impact of employees′social media use at work and its associations with job satisfac-tion as well as conventional and innovative job performance using a structural equation model.Social media use is divided into work-related and social-related uses.Results show that①Work-related social media use has no significant effect on employee job satisfaction, while social-related use positively affects employees′job satisfaction;②Employees′job satisfaction has a positive impact on their conventional per-formance and has a greater impact on their innovative performance;③Job satisfaction plays a partial mediating role in linking so-cial media use for work purposes and employees′performance.However, job satisfaction plays a full mediator role in linking so-cial-related use and employees′performance;④Male employees are more likely to be satisfied with their jobs after using social media.However, female employees are prone to improve their conventional performance on attaining job satisfaction.Influence of job satisfaction on the employees′innovative performance is not gender-based difference( males and females are insignificantly af-fected);and⑤Job types moderate the relationship between social media use and employees′job satisfaction.The relation be-tween employees′performance and employees′job satisfaction is also influenced by job types.Interestingly, managers, compared with employees, use social media to improve their job satisfaction and performance.Implicating on the prediction of the involved mechanism of action of such detected relations, social media use affects job performance by increasing employees′satisfaction.Such conclusions may provide a micro-knowledge base for how different social media uses influence employees′satisfaction and performance.The impact for enterprise social media on the work environment is further enriched in regards to defining the relations among employees′social media use at work, their job satisfaction and their job performance.Thus, disabling social media use at work by the recruiting companies should not be advocated.
