دانلود رایگان ترجمه مقاله ارتباط ابعاد استفاده از رسانه های اجتماعی با عملکرد شغلی – الزویر 2015
دانلود رایگان مقاله انگلیسی + خرید ترجمه فارسی | |
عنوان فارسی مقاله: |
ارتباط ابعاد استفاده از رسانه های اجتماعی با عملکرد شغلی: نقش سرمایه اجتماعی |
عنوان انگلیسی مقاله: |
Linking dimensions of social media use to job performance: The role of social capital |
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مشخصات مقاله انگلیسی (PDF) | |
سال انتشار | 2015 |
تعداد صفحات مقاله انگلیسی | 25 صفحه با فرمت pdf |
رشته های مرتبط با این مقاله | مدیریت |
گرایش های مرتبط با این مقاله | نوآوری تکنولوژی، مدیریت فناوری اطلاعات، مدیریت کسب و کار و مدیریت منابع اطلاعاتی |
چاپ شده در مجله (ژورنال) | مجله سیستم های اطلاعات استراتژیک – The Journal of Strategic Information Systems |
کلمات کلیدی | رسانه های اجتماعی، استفاده از فناوری اطلاعات، سرمایه اجتماعی، عملکرد شغلی فردی، استفاده ها و لذت ها، استفاده لذت جویانه از فناوری |
ارائه شده از دانشگاه | دانشکده بازرگانی رو، دانشگاه دالوشی، کانادا |
رفرنس | دارد ✓ |
کد محصول | F973 |
نشریه | الزویر – Elsevier |
مشخصات و وضعیت ترجمه فارسی این مقاله (Word) | |
وضعیت ترجمه | انجام شده و آماده دانلود |
تعداد صفحات ترجمه تایپ شده با فرمت ورد با قابلیت ویرایش | 40 صفحه با فونت 14 B Nazanin |
ترجمه عناوین تصاویر و جداول | ترجمه شده است ✓ |
ترجمه متون داخل تصاویر | ترجمه شده است ✓ |
ترجمه متون داخل جداول | ترجمه شده است ✓ |
ترجمه ضمیمه | ترجمه نشده است ☓ |
درج تصاویر در فایل ترجمه | درج شده است ✓ |
درج جداول در فایل ترجمه | درج شده است ✓ |
منابع داخل متن | به صورت فارسی درج شده است ✓ |
کیفیت ترجمه | کیفیت ترجمه این مقاله متوسط میباشد |
فهرست مطالب |
چکیده
مقدمه
اهمیت زمینه استفاده
استفاده از رسانه های اجتماعی، سرمایه اجتماعی و عملکرد شغلی
مرور منابع و مدل تحقیق
سه بعد استفاده از رسانه های اجتماعی
سه بعد سرمایه اجتماعی
عملکرد شغلی
روش تحقیق
زمینه تحقیق
تعریف ساختار و توسعه ایتم اولیه
پاسخ گویان
اعتبار سنجی اندازه گیری
پایایی پیوستگی درونی
روایی افتراقی
اریبی روش مشترک
یافته ها
متغیر های شاهد
روابط واسطه ای
بحث
مسائل سرمایه اجتماعی
تاکید بر شیوه استفاده از رسانه های اجتماعی
آیا استفاده لذت جویانه از رسانه های اجتماعی در محیط کار خوب است یا بد؟
پیامد های مدیریتی بیشتر
محدودیت ها
نتیجه گیری
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بخشی از ترجمه |
مقدمه |
بخشی از مقاله انگلیسی |
Introduction New technologies bring capabilities not previously available to organizations. Indeed, technological innovations like social media have enriched organizations and enabled a multitude of uses and capabilities from creating new business models and marketing techniques, to improving demand predictions, enabling new management practices and learning practices, and enhancing innovation, knowledge sharing, collaboration and communication (Aral et al., 2013; Bughin and Chui, 2013; Urquhart and Vaast, 2012). It is not surprising then that social media has been broadly characterized as fundamentally changing the way we communicate, collaborate, consume, and create (Aral et al., 2013, p3). Social media’s amplified importance is also reflected by a growing body of literature on this topic (Claussen et al., 2013) and yet existing scholarship only represents a fraction of what can be revealed about social media’s present and future impact in the workplace. Further research is needed to fill knowledge gaps on social media and its use (Aral et al., 2013). Accordingly, the research question addressed in this paper is as follows: if, and to what extent, does the impact of social media on routine and innovative job performance vary depending on how it is used? This question is all the more interesting because social media can be used in a multitude of ways, not all immediately perceived as conducive to performance. A topical example is the great debate within management circles about the potentially negative effect of some social media uses on employee productivity. As a consequence of this concern, many companies have banned social media applications like Facebook, Twitter, YouTube, and Instagram from the workplace (Economist, 2011; Fister Gale, 2013; Microsoft, 2013). In response to these restrictions and prohibitions, this paper takes a critical look at the consequence these drastic measures may yield. In particular, we focus on the possibility that in-office restriction of social media use – even the seemingly disruptive hedonic use – may prevent companies from achieving business benefits (Bughin and Chui, 2013; Fister Gale, 2013; Huy and Shipilov, 2012; Microsoft, 2013; Miller and Tucker, 2013). The importance of use context While the term ‘‘social media’’ is an umbrella term for a range of tools and applications, several common threads exists. First, these tools are social in nature, supporting interactions among people. Second, they are commonly referred to as grassroots technology, with use emerging from employees and percolating up the organization. Finally, many social media tools can be used both at work and at home, obscuring the boundary between these two contexts. These characteristics raise an interesting question concerning how social media is used by different people, and how these different uses affect job performance. IT usage is a core variable in IS research and practice. Researchers are interested in IT usage because it is often seen as a strong indicator of IS success (DeLone, 2003; DeLone and McLean, 1992; Petter et al., 2008), and it plays an important role in models of IS acceptance, implementation, and decision making outcomes (Barki et al., 2007; Burton-Jones and Straub, 2006). Practitioners are interested in IT usage because it is necessary for deriving benefits from- and assessing the business value of – IT (Boynton et al., 1994; Straub et al., 1995). Individual-level IT usage has been conceptualized as a three-way system comprised of the individual user, an IT artifact, and a task (Barki et al., 2007; Burton-Jones and Straub, 2006). According to this view, IT usage occurs when an individual uses features of an IT artifact to accomplish a task that is associated with a predefined individual or organizational goal. Drilling deeper into the notion of differentiated usage, affordances theory indicates that the actions available (afforded) to a person depend upon, and emerge from, an interaction between the person’s abilities and the properties of objects in the person’s environment (Chemero, 2003; Gibson, 1977; Stoffregen, 2003). Perceiving affordances depend on one’s goals (Chemero, 2003; Gaver, 1991; Stoffregen, 2003). Hence, a social media application such as Facebook can be perceived as providing an affordance of entertainment for those using it to browse posts or play games, or it can be perceived as affording access to knowledge and expertise by those using it to solicit advice from their community of friends. Hence, IT usage is a complex phenomenon that requires additional conceptualizations (Barki et al., 2007; BurtonJones and Straub, 2006). Returning to social media as the IT artifact of interest, while there appears to be anecdotal evidence that the use of specific tools can positively impact employee productivity and performance within the workplace (e.g. Fister Gale, 2013; Gray et al., 2011; Microsoft, 2013; Wu, 2013), there is still a need to understand the relationship between different use contexts of social media and their impact on performance. For example, the usage of LinkedIn can afford a socialization benefit as well as knowledge sharing and dissemination. Similarly, YouTube can be used for entertainment as well as training and recruitment. Consequently, this paper takes a use-focused approach to understanding the impact of social media on organizations. |