Abstract:

This research paper aims to discuss the outcome of workplace cyberloafing and its feedback effects through four studies. In Study 1, we propose that workplace cyberloafing varies along two dimensions (norm deviation & subjective intention) and can be classified into four categories (recreative cyberloafing, responsive cyberloafing, addictive cyberloafing and consumptive cyberloafing). Recreative cyberloafing refers to employees’ non-work-related behaviors on the Internet for instrumental purposes, which conform to norms of the reference group. Responsive cyberloafing pertains to employees’ non-work-related behaviors on the Internet in response to external demands that conform to norms of the reference group. Addictive cyberloafing relates to employees’ non-work-related behaviors on the Internet for instrumental purposes, which deviate from norms of the reference group. Consumptive cyberloafing refers to employees’ non-work-related behaviors on the Internet in response to external demands, which deviate from norms of the reference group.

In Study 2, we adopt an actor-centered perspective to discuss the pros and cons of workplace cyberloafing based on the conservation of resources theory. We argue that recreative cyberloafing will positively influence actors’ work outcomes (performance and well-being) by increasing their vitality at work. Conversely, responsive cyberloafing will negatively influence employees’ work outcomes by inducing their emotional exhaustion. In addition, we propose that job autonomy will moderate the mediation effect of vitality at work such that the mediation effect is stronger for employees perceiving higher job autonomy (vs. lower), and will moderate the mediation effect of emotional exhaustion such that the mediation effect is weaker for employees perceiving higher job autonomy (vs. lower).

In Study 3, we adopt an observer-centered perspective to discuss the interpersonal effects of actors’ workplace cyberloafing on their leader and coworkers. Specifically, from the perspective of the leader, we base on attribution theory to propose that actors’ cyberloafing will lead to leadership ostracism by inducing leader’s perceived production deviance. Moreover, we propose that actors’ work performance will moderate the mediation effect of perceived production deviance such that the mediation effect is weaker for actors with higher work performance (vs. lower), and leader’s power distance will moderate the mediation effect of perceived production deviance such that the mediation effect is stronger for leaders who have higher power distance (vs. lower). From the perspective of coworkers, we draw on social learning theory to suggest that actors’ cyberloafing will lead to coworkers’ cyberloafing by inducing coworkers’ perceived norm of workplace cyberloafing. In addition, we propose that actors’ status will moderate the mediation effect of perceived norm of workplace cyberloafing such that the mediation effect is stronger for actors with higher status (vs. lower), and coworkers’ moral attentiveness will moderate the mediation effect of perceived norm of workplace cyberloafing such that the mediation effect is weaker for coworkers who have higher moral attentiveness (vs. lower).

In Study 4, we adopt the perspective of interaction between actor and observer to explore the change trajectory of workplace cyberloafing. First of all, we consider the outcomes of workplace cyberloafing under the actor perspective as internal feedback. We use the mood maintenance model to propose that actors’ work outcomes will moderate the relationship between actors’ recreative cyberloafing and their subsequent recreative cyberloafing such that the better the actors’ work outcomes are, the more likely they are to continue engaging in recreative cyberloafing. Secondly, we consider the outcomes under observer perspective as external feedback. We employ correspondent inference theory to propose that leadership ostracism (coworkers’ workplace cyberloafing) will moderate the relationship between actors’ recreative cyberloafing and their subsequent recreative cyberloafing such that the more leadership ostracism (coworkers’ workplace cyberloafing) actors perceive, the more likely actors’ recreative cyberloafing negatively (positively) relates to their subsequent recreative cyberloafing.

The four studies connect with each other and progress gradually, constituting a complete closed-loop system to unveil the whole process of workplace cyberloafing from its functions to its adjustment in response to feedback. The results are expected to promote the development and innovation of the field of workplace cyberloafing research, and provide practical guidance for organizations to deal with workplace cyberloafing.

Key words: workplace cyberloafing, feedback, actor, observer