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The Use of Online Social Networks in Higher Education and Its Influence on Job Performance

The Use of Online Social Networks in Higher Education and Its Influence on Job Performance

Vera Silva Carlos, Ricardo Gouveia Rodrigues
Copyright: © 2016 |Pages: 24
ISBN13: 9781466699700|ISBN10: 1466699701|EISBN13: 9781466699717
DOI: 10.4018/978-1-4666-9970-0.ch018
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MLA

Carlos, Vera Silva, and Ricardo Gouveia Rodrigues. "The Use of Online Social Networks in Higher Education and Its Influence on Job Performance." Handbook of Research on Effective Communication, Leadership, and Conflict Resolution, edited by Anthony H. Normore, et al., IGI Global, 2016, pp. 330-353. https://doi.org/10.4018/978-1-4666-9970-0.ch018

APA

Carlos, V. S. & Rodrigues, R. G. (2016). The Use of Online Social Networks in Higher Education and Its Influence on Job Performance. In A. Normore, L. Long, & M. Javidi (Eds.), Handbook of Research on Effective Communication, Leadership, and Conflict Resolution (pp. 330-353). IGI Global. https://doi.org/10.4018/978-1-4666-9970-0.ch018

Chicago

Carlos, Vera Silva, and Ricardo Gouveia Rodrigues. "The Use of Online Social Networks in Higher Education and Its Influence on Job Performance." In Handbook of Research on Effective Communication, Leadership, and Conflict Resolution, edited by Anthony H. Normore, Larry W. Long, and Mitch Javidi, 330-353. Hershey, PA: IGI Global, 2016. https://doi.org/10.4018/978-1-4666-9970-0.ch018

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Abstract

There is plenty of evidence on a positive influence of social relationships on work-related attitudes and behaviors. Besides, online social networks (OSNs), made possible by Web 2.0, have become a global phenomenon and have a considerable impact on the way people communicate and interact with each other. Our purpose is to evaluate the effect of using OSNs on the worker's attitudes and behaviors, particularly in the context of Higher Education. In this sense, we used a questionnaire, to evaluate the attitudes of 157 faculty members. To assess the use of OSNs, we resorted to a dichotomous variable. After analyzing and discussing the results we conclude that the use of OSNs influences the worker's performance, but not Job satisfaction, Organizational commitment or extra-role performance. The relationships we propose in what concerns the worker's attitudes are all empirically proved. Lastly, we describe the study limitations and we suggest some perspectives for future research.

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