Purpose

The purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee performance.

Design/methodology/approach

Drawing on social exchange theory, this study developed a theoretical model to explore the influencing mechanism of different supervisor–subordinate ties based on ESM on employee job performance. The model was empirically tested through 219 ESM users.

Findings

The results revealed that supervisor–subordinate instrumental ties based on ESM play a positive role in employee job performance, while supervisor–subordinate expressive ties based on ESM are not significantly related to employee job performance. Supervisor–subordinate instrumental ties and expressive ties based on ESM can positively influence employee job performance through the mediating effect of organizational trust. Besides, perceived performance climate can weaken the relation of organizational trust to job performance, and then weaken the indirect relations via the mediating of organizational trust.

Originality/value

Our findings advance the understanding of ESM use through various underlying mechanisms and have the potential of guiding organizations to fine-tune their social media usage strategies.

中文翻译：

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工具性纽带还是表达性纽带？基于企业社交媒体的上下级关系对员工绩效的影响机制

目的

本研究的目的是回答基于企业社交媒体 (ESM) 的主管-下属工具或表达关系是否以及如何提高员工绩效。

设计/方法/方法

本研究借鉴社会交换理论，建立了基于ESM的不同上下级关系对员工工作绩效影响机制的理论模型。该模型通过 219 个 ESM 用户进行了实证测试。

发现

结果表明，基于ESM的主管-下属工具性关系对员工工作绩效具有正向作用，而基于ESM的主管-下属表达性关系与员工工作绩效没有显着相关。基于ESM的上司-下属工具性关系和表达性关系可以通过组织信任的中介作用对员工工作绩效产生正向影响。此外，感知绩效氛围可以削弱组织信任与工作绩效的关系，进而通过组织信任的中介作用削弱间接关系。

原创性/价值

我们的研究结果通过各种潜在机制促进了对 ESM 使用的理解，并有可能指导组织微调其社交媒体使用策略。