چکیده:
The duration of using modern organizational social media as information technology-based interventions for employees' work engagement will be of great importance. Thus, the present study aimed to investigate the moderating role of the duration of using enterprise social media for work engagement in the relationship between stress and work engagement. The research is descriptive-survey and correlation type based on the purpose of the applied type and in terms of method. In order to verify the hypothesis and answer the research problem, a 26-item questionnaire was developed. The design of the questionnaire is on the basis of the Likert scale that has seven options. The statistical population was Sadaf Delijan Holding, which includes managers and experts of all subsidiary units of this company, and the numbers of samplings were determined by Cochran's 226 formula. Data analysis was conducted after simple random distribution and collection of questionnaires. Correlation tests were used for the examination of the relationship between variables, and then regression tests were used for the examination of the effect of variables on each other. The research model was tested on the basis of 226 valid responses that were collected through an online questionnaire in Sadaf Industrial Group of Delijan. The results showed: challenge stressors are positively related to work engagement, while hindrance stressors are negatively related to work engagement. In addition, the relationship between challenging stressors and work engagement shows a U-shaped effect under the influence of the moderator of the duration of the use of enterprise social media of the work organization, but shows an inverted U-shaped effect under the influence of the moderator of the duration of the use of enterprise social media of the work organization. Finally, under the moderating influence of the duration of use of non-work social media of work organization, the relationship between obstacles to stress and work engagement also shows a U-shaped effect. Managers can design rules to limit non-work use of organizational social media to reasonable levels that benefit both challenging and inhibiting stress employees. On the other hand, employees with challenging stress and employees with inhibitory stress have different ideal levels of non-work use of organizational social media. Workers experiencing inhibiting stress may need a relatively higher level of time spent using non-work organizational social media than workers experiencing challenging stress in order to achieve optimal levels of work engagement.
خلاصه ماشینی:
Employees under hindrance stress may require a relatively higher level of duration of non-work-related organizational social media use compared to employees under challenge stress to reach the optimal level of job commitment.
- Hb1: The positive relationship between challenge stressors and job commitment is moderated by the duration of use of organizational social media for non-work purposes.
- Hb2: The negative relationship between hindrance stressors and job commitment is moderated by the duration of use of organizational social media for non-work purposes.
Sample studies on the duration of use of organizational social media Author(s) Main objectives or questions Most important findings Van Zoonen and colleagues (2017), - Duration of use of - The duration of use of organizational social media for work has a positive relationship with job commitment and Quantitative method for work - is positively related to efficient communication through better access and (Correlation - Causality) is negatively related to exhaustion.
001, is negative and significant on job commitment, and the effect of the squared interaction term of hindrance stressors and the duration of non-work organizational social media use, with a coefficient of 0.
When the duration of employees' use of organizational social media for work is at intermediate levels, the positive coefficient of challenging stressors on job commitment is low and significant.
Third, the squared effect of the moderating factor, the duration of work organizational social media use, on the relationship between hindrance stressors and job commitment, is not significant.
Finally, the relationship between hindrance stressors and job commitment shows a U-shaped effect under the influence of the moderator, the duration of non-work organizational social media use.
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