بهبود چابکی کارکنان از طریق رسانه‌های اجتماعی سازمانی با نقش میانجی شرایط روانشناختی
محورهای موضوعی : مدیریت منابع انسانی
فرود نعمتی
1
(کارشناسی ارشد مدیریت آموزشی، واحد آباده، دانشگاه آزاد اسلامی، آباده، ایران.)
مرضیه حیدری
2
(استادیار گروه علوم تربیتی، واحد آباده، دانشگاه آزاد اسلامی، آباده، ایران.)
کلید واژه: کاربرد رسانه‌های اجتماعی سازمانی, چابکی کارکنان, شرایط روانشناختی,
چکیده مقاله :
این مطالعه با هدف بررسی بهبود چابکی کارکنان از طریق رسانه‌های اجتماعی سازمانی با نقش میانجی شرایط روانشناختی انجام شده است. روش پژوهش، توصیفی از نوع همبستگی می‌باشد. جامعه آماری این پژوهش را کارکنان آموزش و پرورش شهر اصفهان تشکیل می‌دهند که تعداد آن‌ها حدود 400 نفر می‌باشد. جهت انتخاب حجم نمونه با استفاده از فرمول کوکران نمونه 196 نفری به شیوه تصادفی ساده انتخاب گردید. جهت اندازه‌گیری کاربرد رسانه‌های اجتماعی سازمانی، چابکی سازمانی و شرایط روانشناختی از پرسشنامه استاندارد کای و همکاران (2018) استفاده گردید. پایایی پرسشنامه به وسیله ضریب آلفای کرونباخ و پایایی مرکب و روایی آن توسط روایی سازه و محتوایی مورد بررسی و تأیید قرار گرفت. با استفاده از تکنیک مدل‌سازی معادلات ساختاری فرضیه‌های تحقیق مورد تجزیه و تحلیل قرار گرفت. نتایج تحقیق بیانگر آن بود که معنادار بودن، در دسترس بودن و ایمنی روانشناسی نقش میانجی بین کاربرد شبکه‌های اجتماعی سازمانی با فعالیت، سازگاری و انعطاف پذیری را ایفا می‌کند.
The aim of this study was to investigate the improvement of employee agility through organizational social media with the mediating role of psychological conditions. The research method is descriptive-correlational. The statistical population of this study consists of education staff in Isfahan, whose total number is about 400 people. To select the sample size using Cochran's formula, a sample of 196 people was selected at random. The standard questionnaire of Kai et al. (2019) was used to measure the use of organizational social media, organizational agility and psychological conditions. The reliability of the questionnaire was evaluated by Cronbach's alpha coefficient, and its composite reliability and validity were evaluated by construct and content validity. The research hypotheses were analyzed using structural equation modeling technique. The results showed that the significance, accessibility and safety of psychology play a mediating role between the use of organizational social networks with activity, adaptability and flexibility.
Alavi, S., & Wahab, D. A. (2013). A review on workforce agility. Research Journal of Applied Sciences. Engineering and Technology, 5, 4195–4199.
Alavi, S., Wahab, D. A., Muhamad, N., & Shirani, B. A. (2014). Organic structure and organisational learning as the main antecedents of workforce agility. International Journal of Production Research, 52, 6273–6295.
Alizadeh, S., Amani, L., & Rahmani, S. (2016). The Impact of Organizational Agility on the Use of Social Media in North Khorasan Welfare Department Employees Fourth National Conference on Community Empowerment in Humanities and Management Studies, Tehran, Center for Cultural and Social Skills Empowerment. (In Persian)
Bezra, A., & Kazemi, R. (2015). Identification, Prioritization and Impact of New Information Technology Indicators on Organizational Agility in NAJA Border Command. Journal of Border Studies, 3(1), 1-25. (In Persian)
Boyd, D. M., & Ellison, N. B. (2007). Social network sites: Definition, history, and scholarship. Journal of Computer-Mediated Communication, 13, 210–230. https://doi.org/10.1111/j.1083-6101.2007.00393.x
Breu, K., Hemingway, C. J., Strathern, M., & Bridger, D. (2002). Workforce agility: The new employee strategy for the knowledge economy. Journal of Information Technology, 17, 21–31.
Cai, Z., Huang, Q., Liu, H., & Wang, X. (2018). Improving the agility of employees through enterprise social media: The mediating role of psychological conditions. International Journal of Information Management 38, 52-63.
Cao, X., Vogel, D. R., Guo, X., Liu, H., & Gu, J. (2012). Understanding the influence of social media in the workplace: An integration of media. synchronicity and social capital theories, 3938 –3947.
Cheng, J.-W., & Lu, K.-M. (2012). The role of job design and mechanism in motivating feedback-seeking behaviour in transportation service. The Service Industries Journal, 32, 2047–2057.
Danner-Vlaardingerbroek, G., Kluwer, E. S., Van Steenbergen, E. F., & Van Der Lippe, T. (2013). Knock, knock, anybody home? Psychological availability as link between work and relationship. Personal Relationships, 20, 52–68.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams Administrative Science Quarterly, 44, 350–383.
Fulk, J., & Yuan, Y. C. (2013). Location, motivation, and social capitalization via enterprise social networking. Journal of Computer-Mediated Communication, 19, 20–37.
Geldenhuys, M., Laba, K., & Venter, C. M. (2014). Meaningful work, work engagement and organizational commitment. SA Journal of Industrial Psychology, 40, 01–10.
Gibbs, J. L., Rozaidi, N. A., & Eisenberg, J. (2013). Overcoming the ideology of openness: Probing the affordances of social media for organizational knowledge sharing. Journal of Computer-Mediated Communication, 19, 102–120.
Hoover, J. N. (2007). Social networking: A time waster or the next big thing in collaboration. Information Week, 9.
Huang, A. H., & Yen, D. C. (2003). Usefulness of instant messaging among young users: Social vs, work perspective. Human Systems Management, 22, 63–72.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
Kane, G. C. (2015). Enterprise social media: Current capabilities and future possibilities. MIS Quarterly Executive, 97–113.
Khosravi Pour, E., & Amirnejad, G. (2014). The Impact of Information and Communication Technology on Organizational Agility in Public Universities of Khuzestan Province. Social Development Quarterly, 8(4), 47-66. (In Persian)
Kim, W., Jeong, O.-R., & Lee, S.-W. (2010). On social web sites. Information Systems Research, 35, 215–236.
Kügler, M., Dittes, S., Smolnik, S., & Richter, A. (2015). Connect me! antecedents and impact of social connectedness in enterprise social software. Business & Information Systems Engineering, 57, 181–196.
Kwahk, K.-Y., & Park, D.-H. (2016). The effects of network sharing on knowledge-sharing activities and job performance in enterprise social media environments. Computers in Human Behavior, 55, 826–839.
Leonardi, P. M. (2014). Social media, knowledge sharing, and innovation: Toward a theory of communication visibility. Information Systems Research, 25, 796–816.
Leonardi, P. M., Huysman, M., & Steinfield, C. (2013). Enterprise social media: Definition, history, and prospects for the study of social technologies in organizations. Journal of Computer-Mediated Communication, 19, 1-19.
Li, A. N., & Tan, H. H. (2013). What happens when you trust your supervisor? Mediators of individual performance in trust relationships. Journal of Organizational Behavior, 34, 407–425.
Liu, H., Li, Z., Cai, Z., & Huang, Q. (2015). The effects of task conflict and relationship conflict on workforce agility: Moderating role of social media usage International Conference on Information Systems,
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 7(7), 11-37.
Ou, C. X. J., & Davison, R. M. (2011). Interactive or interruptive? Instant messaging at work. Decision Support Systems, 52, 61–72.
Plonka, F. E. (1997). Developing a lean and agile work force. Human Factors and Ergonomics in Manufacturing & Service Industries, 7, 11–20.
Puijenbroek, T., Poell, R., Kroon, B., & Timmerman, V. (2014). The effect of social media use on work-related learning. Journal of Computer Assisted Learning, 30, 159–172.
Rahnavard, F., & Alikhani, Z. (2016). The effect of information technology on organizational agility in the light of organizational culture. Journal of Development and Transformation Management, 24, 45-55. (In Persian)
Ravenscroft, A., Schmidt, A., Cook, J., & Bradley, C. (2012). Designing social media for informal learning and knowledge maturing in the digital workplace. Journal of Computer Assisted Learning, 28, 235–249.
Sherehiy, B., & Karwowski, W. (2014). The relationship between work organization and workforce agility in small manufacturing enterprises. International Journal of Industrial Ergonomics, 44, 466–473.
Sumukadas, N., & Sawhney, R. (2004). Workforce agility through employee involvement. Iie Transactions, 36, 1011–1021.
Treem, J. W., & Leonardi, P. M. (2012). Social media use in organizations: Exploring the affordances of visibility, editability, persistence, and association. CommunicationYearbook.
Turban, E., Bolloju, N., & Liang, T.-P. (2011). Enterprise social networking: Opportunities, adoption, and risk mitigation. Journal of Organizational Computing and Electronic Commerce, 21, 202–220.
Turel, O., & Serenko, A. (2012). The benefits and dangers of enjoyment with social networking websites. European Journal of Information Systems, 21, 512–528.
Zhang, Y., Fang, Y., Wei, K.-K., & Chen, H. (2010). Exploring the role of psychological safety in promoting the intention to continue sharing knowledge in virtual communities. International Journal of Information Management 30, 425–436.
_||_Alavi, S., & Wahab, D. A. (2013). A review on workforce agility. Research Journal of Applied Sciences. Engineering and Technology, 5, 4195–4199.
Alavi, S., Wahab, D. A., Muhamad, N., & Shirani, B. A. (2014). Organic structure and organisational learning as the main antecedents of workforce agility. International Journal of Production Research, 52, 6273–6295.
Alizadeh, S., Amani, L., & Rahmani, S. (2016). The Impact of Organizational Agility on the Use of Social Media in North Khorasan Welfare Department Employees Fourth National Conference on Community Empowerment in Humanities and Management Studies, Tehran, Center for Cultural and Social Skills Empowerment. (In Persian)
Bezra, A., & Kazemi, R. (2015). Identification, Prioritization and Impact of New Information Technology Indicators on Organizational Agility in NAJA Border Command. Journal of Border Studies, 3(1), 1-25. (In Persian)
Boyd, D. M., & Ellison, N. B. (2007). Social network sites: Definition, history, and scholarship. Journal of Computer-Mediated Communication, 13, 210–230. https://doi.org/10.1111/j.1083-6101.2007.00393.x
Breu, K., Hemingway, C. J., Strathern, M., & Bridger, D. (2002). Workforce agility: The new employee strategy for the knowledge economy. Journal of Information Technology, 17, 21–31.
Cai, Z., Huang, Q., Liu, H., & Wang, X. (2018). Improving the agility of employees through enterprise social media: The mediating role of psychological conditions. International Journal of Information Management 38, 52-63.
Cao, X., Vogel, D. R., Guo, X., Liu, H., & Gu, J. (2012). Understanding the influence of social media in the workplace: An integration of media. synchronicity and social capital theories, 3938 –3947.
Cheng, J.-W., & Lu, K.-M. (2012). The role of job design and mechanism in motivating feedback-seeking behaviour in transportation service. The Service Industries Journal, 32, 2047–2057.
Danner-Vlaardingerbroek, G., Kluwer, E. S., Van Steenbergen, E. F., & Van Der Lippe, T. (2013). Knock, knock, anybody home? Psychological availability as link between work and relationship. Personal Relationships, 20, 52–68.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams Administrative Science Quarterly, 44, 350–383.
Fulk, J., & Yuan, Y. C. (2013). Location, motivation, and social capitalization via enterprise social networking. Journal of Computer-Mediated Communication, 19, 20–37.
Geldenhuys, M., Laba, K., & Venter, C. M. (2014). Meaningful work, work engagement and organizational commitment. SA Journal of Industrial Psychology, 40, 01–10.
Gibbs, J. L., Rozaidi, N. A., & Eisenberg, J. (2013). Overcoming the ideology of openness: Probing the affordances of social media for organizational knowledge sharing. Journal of Computer-Mediated Communication, 19, 102–120.
Hoover, J. N. (2007). Social networking: A time waster or the next big thing in collaboration. Information Week, 9.
Huang, A. H., & Yen, D. C. (2003). Usefulness of instant messaging among young users: Social vs, work perspective. Human Systems Management, 22, 63–72.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
Kane, G. C. (2015). Enterprise social media: Current capabilities and future possibilities. MIS Quarterly Executive, 97–113.
Khosravi Pour, E., & Amirnejad, G. (2014). The Impact of Information and Communication Technology on Organizational Agility in Public Universities of Khuzestan Province. Social Development Quarterly, 8(4), 47-66. (In Persian)
Kim, W., Jeong, O.-R., & Lee, S.-W. (2010). On social web sites. Information Systems Research, 35, 215–236.
Kügler, M., Dittes, S., Smolnik, S., & Richter, A. (2015). Connect me! antecedents and impact of social connectedness in enterprise social software. Business & Information Systems Engineering, 57, 181–196.
Kwahk, K.-Y., & Park, D.-H. (2016). The effects of network sharing on knowledge-sharing activities and job performance in enterprise social media environments. Computers in Human Behavior, 55, 826–839.
Leonardi, P. M. (2014). Social media, knowledge sharing, and innovation: Toward a theory of communication visibility. Information Systems Research, 25, 796–816.
Leonardi, P. M., Huysman, M., & Steinfield, C. (2013). Enterprise social media: Definition, history, and prospects for the study of social technologies in organizations. Journal of Computer-Mediated Communication, 19, 1-19.
Li, A. N., & Tan, H. H. (2013). What happens when you trust your supervisor? Mediators of individual performance in trust relationships. Journal of Organizational Behavior, 34, 407–425.
Liu, H., Li, Z., Cai, Z., & Huang, Q. (2015). The effects of task conflict and relationship conflict on workforce agility: Moderating role of social media usage International Conference on Information Systems,
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 7(7), 11-37.
Ou, C. X. J., & Davison, R. M. (2011). Interactive or interruptive? Instant messaging at work. Decision Support Systems, 52, 61–72.
Plonka, F. E. (1997). Developing a lean and agile work force. Human Factors and Ergonomics in Manufacturing & Service Industries, 7, 11–20.
Puijenbroek, T., Poell, R., Kroon, B., & Timmerman, V. (2014). The effect of social media use on work-related learning. Journal of Computer Assisted Learning, 30, 159–172.
Rahnavard, F., & Alikhani, Z. (2016). The effect of information technology on organizational agility in the light of organizational culture. Journal of Development and Transformation Management, 24, 45-55. (In Persian)
Ravenscroft, A., Schmidt, A., Cook, J., & Bradley, C. (2012). Designing social media for informal learning and knowledge maturing in the digital workplace. Journal of Computer Assisted Learning, 28, 235–249.
Sherehiy, B., & Karwowski, W. (2014). The relationship between work organization and workforce agility in small manufacturing enterprises. International Journal of Industrial Ergonomics, 44, 466–473.
Sumukadas, N., & Sawhney, R. (2004). Workforce agility through employee involvement. Iie Transactions, 36, 1011–1021.
Treem, J. W., & Leonardi, P. M. (2012). Social media use in organizations: Exploring the affordances of visibility, editability, persistence, and association. CommunicationYearbook.
Turban, E., Bolloju, N., & Liang, T.-P. (2011). Enterprise social networking: Opportunities, adoption, and risk mitigation. Journal of Organizational Computing and Electronic Commerce, 21, 202–220.
Turel, O., & Serenko, A. (2012). The benefits and dangers of enjoyment with social networking websites. European Journal of Information Systems, 21, 512–528.
Zhang, Y., Fang, Y., Wei, K.-K., & Chen, H. (2010). Exploring the role of psychological safety in promoting the intention to continue sharing knowledge in virtual communities. International Journal of Information Management 30, 425–436.