不同社交媒体使用目的对员工工作绩效的影响机制

doi:10.3724/SP.J.1041.2021.01260

摘要/Abstract

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

中图分类号:

B849:G93

李巧灵, 赵君哲, 乔诗绮, 郭腾飞, 王明辉, 赵国祥. (2021). 不同社交媒体使用目的对员工工作绩效的影响机制. 心理学报, 53(11), 1260-1270.

LI Qiaoling, ZHAO Junzhe, QIAO Shiqi, GUO Tengfei, WANG Minghui, ZHAO Guoxiang. (2021). Mechanisms of different purposes of social media usage on employees’ job performance. Acta Psychologica Sinica, 53(11), 1260-1270.

图/表 6

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模型	χ²	df	χ²/df	CFI	TLI	RMSEA	SRMR
单因子模型：I1+I2+I3+I4+I5+I6+D7	2211.44	252	8.78	0.50	0.45	0.15	0.11
二因子模型：I1; I2+I3+I4+I5+I6+D7	1827.93	251	7.28	0.60	0.56	0.13	0.11
三因子模型：I1; I2; I3+I4+I5+I6+D7	1581.28	249	6.35	0.66	0.62	0.12	0.10
四因子模型：I1; I2; I3; I4+I5+I6+D7	1246.25	246	5.07	0.75	0.72	0.11	0.09
五因子模型：I1; I2; I3; I4; I5+I6+D7	1039.67	242	4.30	0.80	0.77	0.10	0.08
六因子模型：I1; I2; I3; I4; I5; I6+D7	736.88	237	3.11	0.87	0.85	0.08	0.07
七因子模型：I1; I2; I3; I4; I5; I6; D7	402.73	231	1.74	0.96	0.95	0.05	0.05
八因子模型: I1; I2; I3; I4; I5; I6; D7; CMV	312.82	207	1.51	0.97	0.96	0.04	0.04

模型	χ²	df	χ²/df	CFI	TLI	RMSEA	SRMR
单因子模型：I1+I2+I3+I4+I5+I6+D7	2211.44	252	8.78	0.50	0.45	0.15	0.11
二因子模型：I1; I2+I3+I4+I5+I6+D7	1827.93	251	7.28	0.60	0.56	0.13	0.11
三因子模型：I1; I2; I3+I4+I5+I6+D7	1581.28	249	6.35	0.66	0.62	0.12	0.10
四因子模型：I1; I2; I3; I4+I5+I6+D7	1246.25	246	5.07	0.75	0.72	0.11	0.09
五因子模型：I1; I2; I3; I4; I5+I6+D7	1039.67	242	4.30	0.80	0.77	0.10	0.08
六因子模型：I1; I2; I3; I4; I5; I6+D7	736.88	237	3.11	0.87	0.85	0.08	0.07
七因子模型：I1; I2; I3; I4; I5; I6; D7	402.73	231	1.74	0.96	0.95	0.05	0.05
八因子模型: I1; I2; I3; I4; I5; I6; D7; CMV	312.82	207	1.51	0.97	0.96	0.04	0.04

变量名称	M	SD	1	2	3	4	5	6	7
1.基于工作的社交媒体使用	5.60	0.99	(0.80)
2.基于社交的社交媒体使用	5.55	0.92	0.32^**	(0.75)
3.工作投入	5.63	0.84	0.33^**	0.31^**	(0.93)
4.工作干扰	3.46	1.23	-0.26^**	-0.20^**	-0.18^**	(0.69)
5.人际信任	5.49	0.65	0.44^**	0.41^**	0.59^**	-0.12^*	(0.84)
6.关系冲突	2.55	1.06	-0.20^**	-0.25^**	-0.37^**	0.32^**	-0.37^**	(0.79)
7.工作绩效	5.86	0.63	0.18^**	0.27^**	0.36^**	-0.14^**	0.34^**	-0.33^**	(0.910)

变量名称	M	SD	1	2	3	4	5	6	7
1.基于工作的社交媒体使用	5.60	0.99	(0.80)
2.基于社交的社交媒体使用	5.55	0.92	0.32^**	(0.75)
3.工作投入	5.63	0.84	0.33^**	0.31^**	(0.93)
4.工作干扰	3.46	1.23	-0.26^**	-0.20^**	-0.18^**	(0.69)
5.人际信任	5.49	0.65	0.44^**	0.41^**	0.59^**	-0.12^*	(0.84)
6.关系冲突	2.55	1.06	-0.20^**	-0.25^**	-0.37^**	0.32^**	-0.37^**	(0.79)
7.工作绩效	5.86	0.63	0.18^**	0.27^**	0.36^**	-0.14^**	0.34^**	-0.33^**	(0.910)

变量	模型1	模型2				模型3
变量	工作绩效	工作投入	工作干扰	人际信任	关系冲突	工作绩效
直接效应
基于工作的社交媒体使用	0.17^**	0.30^**	-0.27^**	0.41^**	-0.18^**	-0.03
基于社交的社交媒体使用	0.14^*	0.34^**	-0.23^**	0.43^**	-0.36^**	0.14
工作投入						0.21^*
工作干扰						0.02
人际信任						0.09
关系冲突						-0.24^*
间接效应						间接效应的95%置信区间
基于工作的社交媒体使用→工作投入→工作绩效						0.063 [0.003, 0.146]
基于工作的社交媒体使用→工作干扰→工作绩效						-0.004 [-0.051, 0.036]
基于工作的社交媒体使用→人际信任→工作绩效						0.037 [-0.047, 0.148]
基于工作的社交媒体使用→关系冲突→工作绩效						0.044 [-0.003, 0.093]
基于社交的社交媒体使用→工作投入→工作绩效						0.088 [0.027, 0.159]
基于社交的社交媒体使用→工作干扰→工作绩效						-0.004 [-0.042, 0.034]
基于社交的社交媒体使用→人际信任→工作绩效						0.038 [-0.064, 0.138]
基于社交的社交媒体使用→关系冲突→工作绩效						0.088 [0.027, 0.182]