ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2021, Vol. 53 ›› Issue (11): 1260-1270.doi: 10.3724/SP.J.1041.2021.01260

• 研究报告 • 上一篇    下一篇


李巧灵, 赵君哲, 乔诗绮, 郭腾飞, 王明辉, 赵国祥   

  1. 河南大学心理与行为研究所; 河南大学心理学院, 开封 475004
  • 收稿日期:2020-06-11 出版日期:2021-11-25 发布日期:2021-09-23
  • 通讯作者: 王明辉, E-mail: 赵国祥, E-mail:
  • 基金资助:

Mechanisms of different purposes of social media usage on employees’ job performance

LI Qiaoling, ZHAO Junzhe, QIAO Shiqi, GUO Tengfei, WANG Minghui, ZHAO Guoxiang   

  1. Institute of Psychology and Behavior, Henan University; School of Psychology, Henan University, Kaifeng 475004, China
  • Received:2020-06-11 Online:2021-11-25 Published:2021-09-23

摘要: 基于工作要求-资源理论, 本研究探讨了两种社交媒体使用目的对员工工作绩效影响的内部作用机制, 进而分析两种社交媒体使用目的对员工工作绩效的影响效果。通过369份“领导者-下属”匹配数据, 研究发现:(1)基于工作、社交的社交媒体使用均促进员工工作绩效; (2)基于工作、社交的社交媒体使用均通过工作投入影响工作绩效, 基于社交的社交媒体使用还通过关系冲突影响工作绩效; (3)社交媒体的工作使用和社交使用对员工工作绩效的影响存在相互替代关系。本研究结果不仅从理论上拓展了社交媒体使用的研究视角, 为后续研究提供新的理论框架, 同时通过比较分析为组织管理社交媒体使用提供了新思路。

关键词: 社交媒体使用, 工作状态, 人际关系, 工作绩效

Abstract: Most previous studies have explored the effect of employees’ usage of social media from a single perspective and resulted in inconsistent findings. In addition, some studies ignored the possible interactions among different characteristics of social media usage, leading to an incomplete understanding of social media. Therefore, this study attempts to examine two characteristics of social media usage, integrate the two paths of resource buffer and resource gain, and explore the influence mechanism of social media usage on employees’ job performance.
Specifically, based on the job demands-resources theory, social media has an impact on an organization as a job resource. From the perspective of resource gain path, employees can obtain information about their work through social media to improve their working ability; In addition, the increase in interactive communication through social media deepens mutual understanding and enhances trust. From the perspective of resource buffer path, social media provides employees with a wealth of professional and personal resources. These resources help employees cope with the demands of the workplace, such as distractions and conflicts. Therefore, from the two paths, we assume that work state and interpersonal relationships can act as parallel multiple mediations between social media usage and job performance, respectively.
Using a “leader-subordinate” pairing survey, 519 questionnaires were distributed in enterprises in Shanghai and Henan, and 369 valid questionnaires were collected. We found that work-based and social-based social media usage both affect job performance through work engagement. Additionally, the social-based social media usage also affects job performance through relationship conflict mediation. Interaction effect tests further suggest that work-based and social-based social media usage are mutual substitutions for influencing work performance through work engagement.
This study has three main contributions to the literature. First, this study investigates the influencing mechanisms of different types of social media usage. Second, the study draws on the job demands-resources theory to explain the impact of social media usage on job performance, enhancing our understanding of reasons we use social media. Finally, the study highlights the substitution between different types of social media usage, offering clarification on the internal mechanism between social media usage and job performance.

Key words: social media usage, working state, interpersonal relationship, job performance