【作者】 陈强；

【导师】 徐晓林；

【作者基本信息】 华中科技大学 ， 行政管理， 2016， 博士

【摘要】 社交媒体作为大众社会生活的新方式,正渗透和影响着大众社会生产、社会消费、社会交往和社会参与的方方面面。在此背景下,社交媒体在工作场所中的影响也日益突显。员工社交媒体使用对工作绩效的影响作为争议的焦点议题逐渐受到学者关注。本研究以湖北省的981名公务员为样本考察公务员通过社交媒体获取工作场所支持对创新绩效的影响,并同时引入工作满意度、情感承诺、工作投入和个体指向的组织公民行为作为中间变量,以揭示具体影响机制。此外,本研究以组织氛围理论为基础,引入支持性组织氛围、任务相依性和感知有用性进一步考察公务员通过社交媒体获取工作场所支持的影响因素。本研究的贡献性发现有：公务员通过社交媒体获取工作场所支持不仅直接提高创新绩效,而且通过以下中介机制间接促进创新绩效：一是个体指向的组织公民行为的部分中介作用；二是工作满意度和工作投入的双重中介作用；三是情感承诺和工作投入的双重中介作用；四是工作满意度、工作投入和情感承诺的多重中介作用。公务员通过社交媒体获取工作场所支持不仅直接促进情感承诺的增加,而且通过工作满意度的中介传导机制间接提升公务员情感承诺。工作满意度完全中介公务员通过社交媒体获取工作场所支持对工作投入的积极影响。情感承诺完全中介公务员通过社交媒体获取工作场所支持对工作投入的积极影响。公务员通过社交媒体获取工作场所支持对工作投入的影响受到工作满意度和情感承诺的双重中介作用。公务员通过社交媒体获取工作场所支持直接增加公务员个体指向的组织公民行为。支持性组织氛围不仅直接促进公务员通过社交媒体获取工作场所支持,而且通过感知有用性的部分中介机制促进公务员通过社交媒体获取工作场所支持。任务相依性通过感知有用性的部分中介机制促进公务员通过社交媒体获取工作场所支持。本研究可能存在的不足有：(1)采用的是横截面数据因而不能有效地推断各变量间的因果(causality)关系;(2)采用被试自我报告的方式收集数据,可能导致测量偏见和不精确,尽管本研究检验了同源偏差；(3)未能考察公务员通过社交媒体获取工作场所支持对工作产出的负面影响,如工作倦怠、离职意愿、反生产性工作生产行为等。未来研究可以从以下方面展开：(1)采用他人评价(如上级评价、同事评价)的方式收集数据,尤其是工作绩效、组织公民行为等方面的数据；(2)采用纵向追踪研究考察变量间的一般性因果关系；(3)考察公务员通过社交媒体获取工作场所支持对工作产出的负面影响；(4)考察公务员通过社交媒体获取工作场所支持对多维工作绩效(任务绩效、关系绩效、学习绩效、适应性绩效等)的影响及影响机制；(5)比较研究通过社交媒体获取工作场所支持对不同组织员工(企业、公务员、非政府组织)工作产出的影响。更多还原

【Abstract】 As a new style of public life, social media are penetrating all aspects of social interaction, social participation, goods producing and consuming. With this fashion, social media show their influences in the workplace as well. However, there may be both potential benefits and risks for employers when employees use social media in the workplace. Thus, there are continuous debates lying in the topic toward the effect of employees’ social media use on job performance. The study tries to explore the influencing mechanism of government employees obtaining workplace support through social media on innovative performance, integrating the variables as job satisfaction, work engagement, affective commitment, and organizational citizenship behavior towards individual. Moreover, based on organizational climate theory, the study investigates the antecedents of obtaining workplace support through social media, by employing the variables as supportive organizational climate, task interdependence, perceived usefulness. The study analyzed all hypotheses with the data from 981 government employees in Hubei Province.The study finds some notable results:obtaining workplace support through social media has a direct and positive effect on innovative performance, and organizational citizenship behavior toward individual. Obtaining workplace support through social media indirectly affects innovative performance through serveal mediating meschanisms: (1) partial mediation of organizational citizenship behavior toward individual; (2) double mediation of job satisfaction and work engagement; (3) double mediation of affective organizational commitment and work engagement; (4) multiple mediation of job satisfaction, work engagement, and affective organizational commitment. Obtaining workplace support through social media not only directly and positively affects affective commitment, but indirectly promotes affective commitment through the mediating mechanism of job satisfaction. Job satisfaction fully mediates and affective commitment partially mediates the effects of obtaining workplace support through social media on work engagement. Obtaining workplace support through social media enhances work engagement through the double mediating mechanism of job satisfaction and affective commitment. Supportive organizational climate not only directly enhances government employees obtaining workplace support through social media, but indirectly exerts this impact through the mediating mechanism of perceived usefulness. Perceived usefulness partially mediates the effects of task interdependence on government employees obtaining workplace support through social media.The study has some limitations:(1) the cross-sectional data is not helpful to infer the causality relationship; (2) the study collected the data through the way of self-report, which may result in inaccuracy and potential bias, although the study had tested the common method bias; (3) the study did not examine the effects of government employees’ social media use on negative work outcomes, such as turnover intention, and job burnout. Future studies can make additional contributions by:(1) collecting the data through others-report, such as peer-rated, and supervisor-rated; (2) using longitudinal data; (3) exploring the effects of government employees’ social media use on negative work outcomes; (4) examining the effects of government employees’ social media use on different aspects of individual work performance; (5) comparing employees from different sectors.更多还原