Purpose: Although online social networks (SNs) (e.g. Facebook, LinkedIn and Instagram) have been used by employees for various work- or non-work-related motives, there has been lack of research on the use of such networks in the workplace. The purpose of this paper is to draw on commitment theory and the tricomponent attitude model to explain the role organisational commitment plays in predicting the work-related use of online SNs and the mediating role a constructive employee voice may have in this relationship. Design/methodology/approach: The research was conducted among the employees of seven different companies within seven different industries. The validity of the measures and structural models was evaluated using partial least squares structural equation modelling (PLS-SEM). Findings: The results indicated that organisational commitment promotes employees’ work-related use of online SNs directly and also indirectly via the mediating role of a constructive voice. Originality/value: This study is among the few studies which have used the tricomponent attitude model to investigate employees’ behaviour in the workplace, in particular work-related use of online SNs. In terms of theory, this study contributes to expanding the boundaries of knowledge as SNs are considered a challenge in contemporary organisations. Organisations can convert this challenge from a potential threat to an actual opportunity by reinforcing “organisational commitment”.

中文翻译：

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组织承诺对员工与工作相关的在线社交网络使用的影响

目的：尽管员工已将在线社交网络（SN）（例如Facebook，LinkedIn和Instagram）用于各种与工作或非工作相关的动机，但仍缺乏有关在工作场所使用此类网络的研究。本文的目的是利用承诺理论和三要素态度模型来解释组织承诺在预测与工作相关的在线SN的使用中的作用，以及建设性的员工声音在这种关系中可能起的中介作用。设计/方法/方法：研究是在七个不同行业的七个不同公司的员工之间进行的。使用偏最小二乘结构方程模型（PLS-SEM）评估了措施和结构模型的有效性。发现：结果表明，组织承诺直接和间接地通过建设性声音的中介作用促进员工对在线SN的工作相关的使用。独创性/价值：该研究是使用三分量态度模型来调查员工在工作场所中行为的研究之一，特别是与工作相关的在线SN的使用。从理论上讲，由于SN在当代组织中被视为一项挑战，因此本研究有助于扩大知识的范围。通过加强“组织承诺”，组织可以将这一挑战从潜在威胁转变为实际机会。这项研究是少数使用三分量态度模型来调查员工在工作场所中行为的研究，尤其是与工作相关的在线SN的使用。从理论上讲，由于SN在当代组织中被视为一项挑战，因此本研究有助于扩大知识的范围。通过加强“组织承诺”，组织可以将这一挑战从潜在威胁转变为实际机会。这项研究是少数使用三分量态度模型来调查员工在工作场所中行为的研究，尤其是与工作相关的在线SN的使用。从理论上讲，由于SN在当代组织中被视为一项挑战，因此本研究有助于扩大知识的范围。通过加强“组织承诺”，组织可以将这一挑战从潜在威胁转变为实际机会。