摘要
Since social media increasingly infiltrates the workplace,it may affect employee innovation.However,how so-cial media use(SMU)affects employee innovation performance remains controversial.Therefore,this study explores the underlying mechanisms and boundary conditions in the relationship between SMU and employee innovation performance.The research model was tested through a survey of 221 Chinese employees.The results show that SMU is positively re-lated to employee innovation performance,with work engagement acting as a mediator in this relationship.Employee tra-ditionality positively moderates the positive impact of work-related SMU on work engagement,while traditionality has no moderating effect on the relationship between social-related SMU and work engagement.This study focuses on the rela-tionship between SMU and innovation performance based on conservation of resources theory,offering insights into the intrinsic mechanism by which SMU affects employee innovation.Furthermore,this study considers the moderating effect of employee traditionality based on social cognitive theory,enriching the knowledge of how traditionality influences the impacts of SMU.This study has theoretical implications for future research and practical guidance for enterprises regard-ing the proper use of social media.
随着社交媒体日益渗透到工作场所,其可能会影响员工在组织中的创新行为。然而,社交媒体使用(SMU)如何影响员工创新绩效仍然存在争议。基于此,本研究探讨了SMU影响员工创新绩效的潜在机制和边界条件。研究通过对221名员工进行问卷调查,验证了所提出的假设。结果显示,SMU与员工创新绩效存在正相关关系,工作投入在这一关系中起中介作用。员工传统性正向调节工作相关SMU对工作投入的积极影响,而在社交相关SMU与工作投入之间的关系中不存在调节作用。本研究基于资源保存理论关注了SMU与创新绩效之间的关系,提供了关于SMU影响员工创新的内在机制的见解。此外,基于社会认知理论考虑了员工传统性的调节效应,丰富了对传统性如何影响SMU成效的理解。本研究具有一定理论意义,并能够对企业如何正确使用社交媒体提供实践指导。
基金
supported by the National Natural Science Foundation of China(72332007)。
