Purpose The purpose of this paper is twofold: first, to document that employees’ use of social networks (SNs) does not necessarily bring negative consequences and can indirectly benefit organizations and second, to compare the roles of public SNs and enterprise social networks (ESNs) in bringing benefits to organizations. Consequently, this study, on the basis of stimulus‒organism‒response theory, directly investigated and compared the roles of public SNs and ESNs in promoting employees’ organizational commitment from affective, normative, and continuance dimensions with regard to the mediating role of job satisfaction. Design/methodology/approach For this purpose, 240 employees of Asia-Tech Company, one of the high-speed internet service providers in Iran, who had joined Skype for Business ESN, were included in this study. Partial least squares (PLS) method was used to examine the validity of the measurement and structural models. To this end, Warp-PLS software (version 5.0) was employed. Findings The results of the study suggested that public SNs have a positive impact on affective and normative commitment; however, no significant impact was observed for continuance commitment. ESNs directly affect none of the dimensions of organizational commitment. Although both types of SNs have impacts on job satisfaction, the greater impact was found for the public SNs. Job satisfaction also has a positive effect on all three dimensions of organizational commitment. Originality/value To the best of authors’ knowledge, no study has directly investigated and compared the roles of ESNs and public SNs in promoting organizational commitment from affective, continuance and normative dimensions with regard to the mediating role of job satisfaction. The most important theoretical contribution of the present research was to document that the employees’ use of SNs does not necessarily entail the waste of resources and has various advantages, such as strengthening organizational commitment (in affective, normative and continuance dimensions) and job satisfaction. In fact, this study disclosed the bright side of SNs in the workplace.

中文翻译：

---

揭示工作场所SN的光明面

目的本文的目的有两个方面：首先，证明员工使用社交网络（SN）不一定带来负面影响，并且可以间接使组织受益；其次，比较公共SN和企业社交网络（ESN）的作用）为组织带来利益。因此，本研究基于激励－有机－响应理论，直接研究并比较了公共SN和ESN在情感，规范和连续性维度上在促进工作满意度的中介作用方面促进员工组织承诺的作用。 。设计/方法/方法为此，本研究纳入了240家来自伊朗的高速互联网服务提供商之一的亚洲科技公司的员工，该公司已加入Skype for Business ESN。偏最小二乘（PLS）方法用于检查测量和结构模型的有效性。为此，使用了Warp-PLS软件（5.0版）。研究结果表明，公共SN对情感和规范承诺具有积极影响。但是，对于持续性承诺没有发现重大影响。ESN直接影响组织承诺的任何方面。尽管两种类型的SN都会对工作满意度产生影响，但对公共SN的影响更大。工作满意度也对组织承诺的所有三个方面都有积极影响。原创性/价值据作者所知，尚无研究直接调查和比较ESN和公共SN在促进情感，工作满意度的中介作用的连续性和规范性方面。本研究最重要的理论贡献是证明员工使用SN并不一定会浪费资源，而是具有各种优势，例如加强组织承诺（在情感，规范和持续性方面）和工作满意度。实际上，这项研究揭示了工作场所中SN的光明面。规范和连续性维度）和工作满意度。实际上，这项研究揭示了工作场所中SN的光明面。规范和连续性维度）和工作满意度。实际上，这项研究揭示了工作场所中SN的光明面。