Sotsiaalmeedia osa organisatsioonide igapäevaelus on raske määratleda juba põhjusel, et organisatsioonidel on erinevad võimalused ja soovid sotsiaalmeediat organisatsiooni korralduses kasutada. Küll aga on mitmeid organisatsioone, kes on sotsiaalmeedia ühe vahendi-kanalina integreerinud näiteks infovahetusse. Aga siin üks artikkel, mis esitab huvitava paradoksi.

Konteksti avamisel märgitakse muuhulgas:

Individuals spend on average 3 hours per day on social media (Global Web Index, 2019). Pew Research (2019) has found that three quarters of adult Americans use social media daily and half of them use them with high frequency. Forbes (2018) reports that regardless of social media policies, employees spend 1.5 hours on social media at work every day. According to a study by Digital Information World (2018), 77% of employees use social media while at work, regardless of whether employers block or not their use in the devices of the organization. […] The Society for Human Resource Management (2016) reports that organizations are divided when it comes to allowing access to social media to their employees: 43% of organizations restrict access to social media, afraid of their possible deleterious consequences, while 57% of them grant access to social media, unafraid of negative consequences or possibly anticipating positive effects of communication via social media.

Artiklis seatakse eesmärgiks:

This article aims to shed light on the empirical controversy about the effects of social media on employee work behavior. […] Instead of focusing on generic social media use, the purpose of this study is to bring clarity to the literature by focusing on a specific behavior, which is employee communication via social media, intended as exchange of information directed at specific communication targets. The focus is both on employee communication with coworkers and with friends, inside or outside the organization. We claim that by focusing on communication via social media instead of generic social media use we can garner precise understanding of the simultaneous ambivalent consequences on work behaviors, thereby adding clarity to the literature.

Järeldustes märgitakse muuhulgas:

The study shows that communication via social media simultaneously produces a positive effect on OCB and on CWB. Emotions play a key mediating role. Interestingly, communication via social media activates both positive emotions of happiness and negative emotional states of fatigue, therefore explaining the ambivalent effects on employee behaviors. […] Communication with colleagues is more likely to provide the opportunity for contributing to the organization and to others. […] In fact, when people interacts with friends, the topic of discussion is more likely to be unrelated to work, triggering distraction, which causes the conflict giving rise to fatigue. Interacting with colleagues is more likely to revolve around work-related topics and it is therefore unlikely to cause distraction, conflict, and ensuing fatigue.

Labban, A., & Bizzi, L. (2021). Communication Via Social Media: How Employees Will Paradoxically Support the Organization while Putting Less Effort at Work. International Journal of Business Communication. https://doi.org/10.1177/23294884211005526