Talking Engagement Into Being: A Three-Wave Panel Study Linking Boundary Management Preferences, Work Communication on Social Media, and Employee Engagement
Talking Engagement Into Being: A Three-Wave Panel Study Linking Boundary Management Preferences, Work Communication on Social Media, and Employee Engagement
复制标题
DOI：
10.1093/jcmc/zmy014
复制
发表时间：
2018-07
期刊：
影响因子：
--
通讯作者：
W. Zoonen;S. Banghart
中科院分区：
文献类型：
--
作者：
W. Zoonen;S. Banghart
社交媒体在工作和非工作范围内的广泛使用加剧了人们对当代劳动力中员工敬业度的担忧。本研究探讨了员工的边界管理偏好如何影响他们在社交媒体上的工作沟通，以及这些因素如何影响他们的参与度。三波的调查数据（N = 361）的结果表明，工作沟通调解员工的边界偏好和敬业度之间的关系，支持替代模型的假设因果结构。总体而言，研究结果有助于员工敬业度的一个新的视角，通过显示，介导的工作沟通在构建敬业度中发挥着核心作用，而不仅仅是演示it.We讨论组织如何利用这些知识来解决关键问题的工作场所（不）在数字时代的参与。
Widespread use of social media across work and non-work boundaries has heightened concerns about employee engagement in the contemporary workforce. This study examines how employees’ boundary management preferences influence their work communication on social media, and how these factors impact their engagement. Results from three waves of survey data (N = 361) demonstrate that work communication mediates the relationship between employee boundary preferences and engagement, supporting the hypothesized causal structure over alternative models. Overall, the findings contribute a novel perspective on employee engagement by showing that mediated work communication plays a central role in constructing engagement, rather than merely demonstrating it. We discuss how organizations can leverage this knowledge to address critical concerns about workplace (dis)engagement in the digital age.