Purpose

This study utilized “social cognitive theory” to compare the impacts of organizational members' hedonic and work-related use of public social networks (SNs) and enterprise social networks (ESNs) on job satisfaction.

Design/methodology/approach

The participants comprised 240 employees who were able to simultaneously use SNs and ESNs in the workplace with regard to both hedonic and work-related motives. The measurement and structural models were evaluated using partial least squares structural equations modeling (PLS-SEM).

Findings

The results show that organizational members' hedonic and work-related use of public SNs enhances job satisfaction. However, the hedonic and work-related use of ESNs has negative and positive impacts on job satisfaction respectively.

Originality/value

The main theoretical contribution of this study lies in showing that employees' use of social networks does not necessarily entail detrimental or beneficial consequences and depending on different factors the outcomes are different. Following a comprehensive review of the literature, users' incentives and platforms emerged as two different factors contributing to the outcomes arising from the use of social networks in the workplace. Although a few studies have explored the impacts of organizational members' use of social networks on job satisfaction, none have done so in relation to different user incentives and platforms.

中文翻译：

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组织成员对在线社交网络的使用及其工作满意度：一个社会认知视角

目的

本研究利用“社会认知理论”来比较组织成员对公共社交网络 (SN) 和企业社交网络 (ESN) 的享乐性和工作相关使用对工作满意度的影响。

设计/方法/途径

参与者包括 240 名员工，他们能够在工作场所同时使用 SN 和 ESN 来满足享乐和工作相关的动机。使用偏最小二乘结构方程建模 (PLS-SEM) 评估测量和结构模型。

发现

结果表明，组织成员对公共 SN 的享乐和工作相关使用提高了工作满意度。然而，ESN 的享乐和工作相关使用分别对工作满意度产生负面和正面影响。

原创性/价值

这项研究的主要理论贡献在于表明员工使用社交网络并不一定会带来有害或有益的后果，并且取决于不同的因素，结果是不同的。在对文献进行全面审查后，用户的动机和平台成为影响在工作场所使用社交网络所产生结果的两个不同因素。尽管一些研究探讨了组织成员使用社交网络对工作满意度的影响，但没有一项研究涉及不同的用户激励和平台。