IMPACT OF SOCIAL NETWORKING ON EMPLOYEE

PERFORMANCE AND TASK COMPLETION

Table of Contents

0.0 Abstract: 6

1.0 Introduction 7

2.0 Problem Statement: 8

3.0 Objective of the Study: 8

4.0 Question of the Study: 8

5.0 Literature review 9

The concept of social networking 9

Social networking 9

Empirical analysis 10

Positive effects of social networking 11

Effects and gains of social networking 11

Social networking and secondary employees 12

Usage of social networking and employees’ performance 13

6.0 Theoretical Background 14

7.0 Hypothesis 15

8.0 RESEARCH METHODOLOGY 16

8.1 Research design 16

8.2 Population 16
 8.3 Sampling and sampling technique 16

8.4 Instrumentation 17

8.5 Validity and reliability of instruments 17

8.6 Data collection 17

8.7 Scoring 17

8.8 Data analysis 17

9.0 DATA ANALYSIS AND INTERPRETATION 17

Data Analysis 18

SUMMARY, FINDINGS, CONCLUSIONAND RECOMMENDATIONS 25

Summary 25

Findings 25

10.0 Conclusions 4

11.0 Significance of study 5

12.0 limitations of study 8

13.0 Recommendations 11

14.0 References: 12
Table of Tables

Sr. No Question Page No

Table 4.1 The Likert scale for survey 22
Table 4.2 Using social networking influence, the 23
performance of employees.
Table 4.3 The addiction of social networking affects 23
the performance of employees.
Table 4.4 Employees utilize social networking for 24
task completion.
Table 4.5 Employees timely submit their assigned 24
task while they spend time on Facebook,
twitter, WhatsApp.
Table 4.6 Groups that are created on Facebook help 25
them in their skills improvement.
Table 4.7 Employees share material on twitter is 25
helpful for those employees who are weak
in time management.
Table 4.8 Social networking sites can help the 26
employees in the way of learning and
speaking skills.
Table 4.9 Social networking sites can be effective tool 26
for E-learning for the employees.
Table 4.10 Social networking sites change the behavior 27
of employees in a positive manner.
Table 4.11 Social networking is the more effective way 27
to communicate with the friends.
Table 4.12 Social networking sites differentiate 28
employees on the bases of their
demography.
Table 4.13 Employees’ performance will become better 28
after using social networking sites for skill
development and task completion.
Table 4.14 Employee’s confidence will build up after 29
 exploring social networking.
Table 4.15 Excess use of social networking distracts 29
employees from their tasks.
0.0 Abstract:

Abstract Purpose – The purpose of this paper is to investigate the influence of social
media on employees’ work performance, as well as the underlying mechanism for how
they create value at work.

Design/methodology/approach – Based on media synchronicity and social capital

theories, the authors propose that social media can foster employees’ social capital and
subsequently facilitate knowledge transfer. Both social capital and knowledge transfer
help promote work performance. Specifically, the authors adopt shared vision, network
ties and trust to represent, respectively, the cognitive, structural and relational dimensions
of social capital.
Findings – The empirical results reveal that social media can promote the formation of
employees’ social capital indicated by network ties, shared vision and trust, which, in
turn, can facilitate knowledge transfer. Shared vision and knowledge transfer positively
influence work performance. Although network ties and trust do not have a direct impact
on work performance, the influence is partially mediated by knowledge transfer.
Practical implications – For organizations that wish to build knowledge networks in the
workplace, connecting experts with various social media can effectively complement other
knowledge management technology. Further, managers should encourage employees to
consciously exploit the byproducts created via social media, e.g., social capital, to
promote knowledge exchange.

Originality/value – The integration of media synchronicity and social capital theories

offers a new theoretical lens and reasonable explanations for investigating communication
performance. The research offers empirical evidence regarding how the influence of
social media on work performance is transmitted through social capital and knowledge
transfer. The authors quantify social media’s benefits for organizations, providing
managers an impetus to deploy them in the workplace with optimistic expectation.

Keywords Knowledge sharing, Social networks, Social capital, Work performance, Media
synchronicity theory

Paper type: Research paper

1.0 Introduction

Socialization is a deep-rooted procedure which proceeds as individuals changes

occupations or jobs and as society itself changes. It is an age long human movement which
involves the connection between individual and another in the earth wherein they live
(Haralambos, Holborn and Healed, 2008). Socialization has for some time been seen
before the approach of new advancements which changed socialization into another
framework in the general public. The change to innovative period achieved the approach
of the web just as social networking. The progression in innovation has made it simpler for
individuals particularly the youngsters to approach web and in this manner interpersonal
interaction which they participate with companions (Ibrahim, 2012).

It is a procedure by which individuals mingle on the web. Through it, individuals

look for and appreciate the fraternity of others on the web. In a similar vein, Arshin (2010)
alluded to interpersonal interaction destinations as virtual spots where individuals get
themselves and offer data. These relational collaboration regions have an open enlistment.
When one opens a record and exchanges his or her data on the profile pages, the individual
is equipped for arrange of buddies. In any case, some relational collaboration areas are
expressly planned for mobile phones, some are gotten to through PCs and others could be
gotten to using both PDAs and PCs or other information correspondence advancements.
These long-range casual correspondence regions are so different, anyway a couple would
be referenced, which fuse; 2go, Facebook, WhatsApp, blackberry emissary, e-amigo,
circle, sidekick shrewd, nimbus, myspace, etc.

There are no impediments or limitation about which long range informal

communication destinations one ought to have a place; one can be an individual from
whatever number as could be allowed.

Employee then again advantage from a portion of the postings in certain destinations
since certain postings can be enlightening and educative and the employee in the wake of
perusing such posts can remark on them. By and by, offices that are putting forth
government subject who expected to utilize social networking and long range interpersonal
communication locales to advance and elevate their scholarly profession through different
informal communication destinations, however switch is the situation, as these
arrangement of employee are frequently being seen amid educational time in different
concealing spots either talking about informal communities or perusing with their
telephones.

2.0 Problem Statement:

The research explored the “Impact of social networking on employee performance and
task completion”.
 3.0 Objective of the Study:

The objective of the research was

1. To investigate the relationship between social networking sites and the

performance of employees.
2. To explore the misunderstandings of the people about usage of social networking.
3. To identify the problem cause by social networking of the in-employee
performance
4. To find the Impact of social networking on employee performance and task
completion

4.0 Question of the Study:

1. What is the relationship between social networking sites and the performance of
employees?
2. What are misunderstandings of the people about usage of social networking.
3. What is the problem cause by social networking of the in-employee performance?
4. What is the Impact of social networking on employee performance and task
completion?

5.0 Literature review

The way to deal with social networking and the advancement of innovation are most
significant drivers behind the reception and availability with social interaction sites.
Ahmad (2011) discover new companions as indicated by your enthusiasm from world are
connecting with these systems. Consequently, the system of social networking is
developing all around.

The concept of social networking

Social networking is a procedure by which individuals mingle on the web. Through

it, individuals look for and appreciate the fraternity of others on the web. In a similar vein,
Arshin (2010) alluded to interpersonal interaction destinations as virtual spots where
individuals get themselves and offer data. These relational collaboration regions have an
open enlistment. When one opens a record and exchanges his or her data on the profile
pages, the individual is equipped for arrange of colleagues. In any case, some relational
collaboration areas are expressly planned for mobile phones, some are gotten to through
PCs and others could be gotten to using both PDAs and PCs or other information
correspondence advancements. These long-range casual correspondence regions are so
different, anyway a couple would be referenced, which fuse; 2go, Facebook, WhatsApp,
blackberry emissary, e-amigo, circle, sidekick shrewd, nimbus, myspace, etc.

Social networking

Young (2010) alluded toward discovering companions and overseeing fellowships

through the web. Stan (2012) characterized sites or other social innovations to speak with
individuals and offer data assets. As indicated by Anderson (2013), long range informal
communication is characterized as the demonstration of trading data, individual, or open
through different types of innovation, for example, the web, mobile phones and different
administrations (Christiane, 2012).

Empirical analysis

A couple of examinations have investigated effect of long-range relational

correspondence on discretionary employees. Although the way that, it is said that
dynamic picking up from examining books is better than disconnected adjusting, for
instance, gazing at the TV (Shabi and Udofia, (2009, as referred to in Agwu and Kalu,
(2011). Extraordinarily, a couple of examiners have seen that the diminishing in the
scrutinizing affinities for employees is a direct result of mechanical headways, for
instance, long range casual correspondence. According to Agwu and Kalu (2011), the
abuse new progressions add to employees' poor examining. They opined that in this season
of information and correspondence development, the general presentation of adolescents
has accidentally changed from scrutinizing and the love for books to these new
progressions. They further complemented that people by and by live in the period of iPod,
Laptop, iPhone, Facebook, Twitter and other long-range relational correspondence goals,
as such examining has been genuinely surrendered on the uncommon raised zone of
current progressions.

Shabi and Udofia (2009, as referred to in Agway and Kalu, 2011) reported that in this age
where web scrutinizing and playing with insane handsets seem, by all accounts, to be the
example among youth perusing a decent book in a peaceful corner of the library or in the
home has turned into an ancient thought. Swamp (2012) noticed that internet destinations
like each beneficial thing, has a flip side too. Destinations, for example, Facebook,
Myspace, 2go, WhatsApp, can likewise have a negative impact. He yielded that
interpersonal interaction are tedious as employees are step by step getting to be dependent
on them the hours and time spent on these regions is adequate to be used to get data rather
such examination and important time is spent through electronic systems administration
networking goals. This is the reason Bature (2011 as referred to Mbachu, 2011), raised that
Nigeria isn't an examining nation, that bits of knowledge of nonappearance of instruction
extent (the people who can't scrutinize) and the people who wouldn't scrutinize continue
extending once per day

Some observational examinations have been led, for example, Pierce and Vaca (2007)
who completed an investigation to look at the distinctions in scholastic execution between
teenager clients and non-clients of different correspondence advancements. The reason for
the investigation was to see youngsters’ phones, and texting (IM) to decide whether there
are contrasts in scholastic accomplishments among clients and non-clients of those
specialized gadgets. The outcomes audited that there is a distinction in evaluation change
between the individuals who had Myspace account, IM account and those with a wireless
and content informing. The people who had long range relational correspondence website
record or internet account definite basically lower than the people who did not have any
social life account. While the people who had a cell, phone itemized on a very basic level
lower grade than the people who did not have a telephone. For all intents and purposes half
of the employees point by point content educating someone during class time. This
examination recommended that employees may not be centering as warily in class as they
could. This likewise may be an additional redirection to their examinations and a factor
that impacts their assessments. Sofela, T. (2012).

Positive effects of social networking

There are no impediments or limitation about which long range informal

communication destinations one ought to have a place; one can be an individual from
whatever number as could be allowed. employees then again advantage from a portion of
the postings in certain destinations since certain postings can be enlightening and
educative and the employees in the wake of perusing such posts can remark on them. By
and by, optional s that are putting forth government subject who expected to utilize social
networking and long range interpersonal communication locales to advance and elevate
their scholarly profession through different informal communication destinations, however
switch is the situation, as these arrangement of employees are frequently being seen amid
educational time in different concealing spots either talking about informal communities or
perusing with their telephones.
Effects and gains of social networking

Social networking offers more prominent open doors for learning. Employees are
investigating the world. The employees gain from social networking from the
accompanying ways;

1. Social networking systems are intended for shared associations. Today, employees
evaluate Facebook, twitter, WhatsApp, 2go, Instagram, etc. to interface and offer
data with people around them.
2. Employees utilize internet day-in-day-out to communicate with their companions
including educators about latest research.
3. Knowledge: internet clients use share among themselves day-in-day-out, giving
and getting data at quick speeds.

For instance, they share steady information for classes. Nonetheless, a couple of
revelations inspected that, employees who busy with social life sorts out even more
consistently partake in continuously visit and dangerous drinking inclinations, experience
trouble managing their time, and experience trouble making convincing examination
penchant. Low academic execution is another credited negative effect of electronic life on
discretionary employees. In this way, usage of social life may not result in all positive
outcome and the "Total" of it impact on an understudy is likely erratic.

Social networking and secondary employees

The employees moreover have a spot with the youthful social occasion who are
especially connected with the social life. Today, employees use electronic life for different
purposes both for unwinding time and for educational purposes. The electronic long-range
informal communication goes about as an imaginative power that has huge impact on
children and youth; advancement creates new instances of verbalization, correspondence,
and motivation. In this view, These imprints attempt to perceive a considerable get-
together of young adolescents who grew up in the midst of the expansion of the web and
from early youthfulness have been submerged in a networking-rich condition, using PCs,
playing social diversions, consistently granting and connecting with their sidekicks by
electronic contraptions.

Employees are depicted as having made a room culture that energizes their
networking usage without supervision or imperative. Acting in a networking-rich
condition and a room culture, the Net-age or propelled local people express different
characteristics, mindsets, and practices than past ages. Soaking in this advancement rich
culture impacts the aptitudes and premiums of young people in noteworthy ways.
Modernized spaces, for instance, casual correspondence regions, weblogs (social diaries),
and fasten and photo sharing are controlled by business associations that target youth and
try to shape their usage structures (Meschn.d) Social networking can now and again seem
just another game plan of cool gadgets for including adolescents. The ascent of social life
has a more prominent impact among the pre-adult of today. Web based systems
administration instruments are woven into various adolescents' regular day to day
existences. Adolescents are in exchange and talking with their companion's get-togethers
using a wide scope of networking and networking devices reliably.

Usage of social networking and employees’ performance

The electronic frameworks organization pulls in employees and ought to be

analyzed as businesspeople of appreciation. The watchful character of social conditions
has related with long range social correspondence which improved utilization of Websites
that has changed into a general marvel. Youths and youngsters have especially watched
these web areas to have the choice to contact their accomplices, share information, rethink
their personas, and highlight their open exercises (Nicole Ellison, 2007).

As appeared by Khan (2009), social life customers reliably time experience poor
execution academically. So also, Englander, Terregrossa and Wang (2010) place that
electronic life is oppositely associated with keen execution of understudy and is
significantly more essential than its focal core interests. Web obsession in like manner
gave move in web use inside the latest couple of decades.

Nalwa and Anand (2003) upheld that dejected customers lean toward using web setting
back their own one of a kind and expert obligations which finally prompts poor
informative execution. In a basically indistinguishable vein, Karpinski (2009) raised that
social life customers gave lesser time to their examinations oddly with nonusers did and
therefore had lower GPAs. Karpinski and Duberstein. (2009) also referenced that among
various uncommon redirections of every single age, Social networking remains a
fundamental diversion of current age. Academic execution, which is assessed by the
examination results, is one of the genuine consequences of a.

As shown by Hoyle (1986), he combats that s are made to acquaint data and capacities
with the all-inclusive community who experience them and behind this is improving
uncommon educational execution. Olubiyi (2012) saw that these days' employees are so
enthralled in the social life that they are genuinely around 24 hours on the web. Beyond
question, even in study doors and addresses theaters, it has been seen that a few employees
are continually made up for sitting around idly with pinging, 2going or Facebook, while
addresses are on. Times that ought to be encouraged towards modifying, academic
research and progressing have been squashed by the centrality for get-together new
assistants on the web and most events got up to speed with discussing irrelevant issues. In
this way, most employees' shrewd suffer event in context on diversion from the electronic
life.

6.0 Theoretical Background

Social Media & Job Performance

Employee performance can be affected by such a job satisfaction, working environment &
motivation asserted that influenced employee job performance and social factor that
moderate the degree of such relationship between direct & indirect variables. Employee
job performance effective use of such social media technologies in positively linked to
employee job performance along with social media. Moreover, it indicates that the use of
social media strengthens employee performance and skills to create, share and obtain the
knowledge that collectively increase employees job performance. It is very important for
organization to enhance internal operations and smoothen the communication process
among employees.

Alternatively, new technologies enhance and create more opportunities for technically
skilled worker for the social media technology innovations are friendly and mush more
positive effect and significant impact on the employee job performance.

Similarly, findings showed that the how much social media extremely impact or diverted
the employee job performance within the organization. The organization staff will need to
obtain the creative skill in order to maintain their job performance. Therefore, employee
should be mediating and conscious to update their skills with the rapid mage along with
social media and advancement of new technologies.

Many organizations have implemented to use the policy of their employees. Social media
provides employee a cooperative working environment. Organizational working employee
represents the employees, perceptions regarding organizations policies practices and
procedures that is well successive by using the social media that effect on the employee
job performance that highly support the creativity, innovation safety and services in the
organization. All the problems solving and self-improvement, organizations must create
achieve their objectives and share their knowledge positively at which live social media
affect the employee job performance.

All the studies emphasized the importance of knowledge that contributes and sharing
information and obtaining the success of employee’s performance by noting social media
technology in the organization.

7.0 Hypothesis

Hₒ: There is significant Impact of social networking on employee performance and

task completion.

H₁: There is no significant Impact of social networking on employee performance

and task completion.
8.0 RESEARCH METHODOLOGY

The basic idea of research was to get facts related to a problem and helps us to make a
systematic enquiry and measurement. The methodology may include interviews, surveys,
questionnaire, focus group discussion and other research techniques.

8.1 Research design

The descriptive research design was used to explore effect of using social network
websites (Facebook, twitter, WhatsApp) on employee academic performance at secondary
level.

8.2 Population

Population of the research was comprised of the employees of Pakistan Telecom

corporation limited PTCL.

8.3 Sampling and sampling technique

The sample of the research was consisted of 20 employees from PTCL Islamabad office.
Simple random sampling technique was used.

8.4 Instrumentation

Two questionnaires were developed to conduct research. Researcher developed and

disseminate questionnaire personally. The questionnaire is based on five Likert scale.

8.5 Validity and reliability of instruments

To check validity questionnaire, it was tested with three employees. The panel was
consisted of three experts.

8.6 Data collection

The researcher personally visited the office to administer the questionnaire from
employees. Since employees were not familiar with such questionnaire, a considerable
time was spent for reassurance of accurate response for the research.
 8.7 Scoring

Five-point Likert scale was used to score the responses. Scales hold response rang as
strongly agree, agree, undecided, disagree and strongly disagree.

8.8 Data analysis

Data was analyzed through appropriate statistical techniques like percentage and chi-
square. Following formula was used in this regard:

part
∗100
whole

9.0 DATA ANALYSIS AND INTERPRETATION

Data analysis is always important for any research because it give clear picture of scenario.
This research data was collected, and their mean score was calculated. The five Likert
scale i.e. Strongly Agree, Agree, Uncertain, Disagree and Strongly disagree was used to do
calculation.

The data mean was calculated with MS Office and illustrate values as below.

Level of agreement Scale value

Strongly agree-SA 5

Agree-A 4

Uncertain-U 3

Disagree-DA 2

Strongly disagree-SDA 1

Data Analysis

Table 4.2

Using social networking influence, the performance of employees

Ranking Frequency Percent

SA 8 40%

A 8 40%

U 0 0%

DA 2 10%
SDA 2 10%

Total 20 100

According to Table 4.2; 40% responders strongly agree that Using social networking
influence the performance of employees. 40% responders agree, 10% responders disagree,
and 10% responders strongly disagree with the statement.

Table 4.3

The addiction of social networking affects the performance of employees.

Ranking Frequency Percent

SA 2 10%

A 2 10%

U 10 50%

DA 4 20%

SDA 2 10%

Total 20 100

According to table 4.3; 10% responders strongly agree that the addiction of social
networking affects the performance of employees while 10% responders agree,50%
responders gave neutral answers,20% were disagree and 10% responders strongly
disagreeing with the statement.

Table 4.4

Employees utilize social networking for task completion

Ranking Frequency Percent

SA 8 40%

A 2 10%

U 2 10%

DA 8 40%

SDA 0 0%

Total 20 100
According to table 4.4; 40% responders strongly agree Employees utilize social
networking for task completion. 10% responders agree while 10% responders gave neutral
answers, 40% responders disagree with the statement.

Table 4.5

Employees timely submit their assigned task while they spend time on Facebook,
twitter, WhatsApp

Ranking Frequency Percent

SA 6 30%

A 4 20%

U 0 0%

DA 6 30%

SDA 4 20%

Total 20 100

According to table 4.5; 30% responders strongly agree that Employees timely submit their
assigned task while they spend time on Facebook, twitter, WhatsApp while 20%
responders agree, 30% responders disagree, and 20% responders strongly disagree with the
statement.

Table 4.6

Groups that are created on Facebook help them in their skills improvement

Ranking Frequency Percent

SA 12 60%

A 8 40%

U 0 0%

DA 0 0%

SDA 0 0%

Total 20 100
According to table 4.6.60% responders strongly agree that Groups that are created on
Facebook help them in their skills improvement while 40% responders agree with the
statement.

Table 4.7

Employees share material on twitter is helpful for those employees who are weak
in time management.

Ranking Frequency Percent

SA 12 60%

A 8 40%

U 0 0%

DA 0 0%

SDA 0 0%

Total 20 100

According to table 4.7; 60% responders strongly agree that Employees share material on
twitter is helpful for those employees who are weak in time management while 40%
responders agree with the statement.

Table 4.8

Social networking sites can help the employees in the way of learning and speaking
skills.

Ranking Frequency Percent

SA 10 50%

A 0 0%

U 0 0%

DA 10 50%

SDA 0 0%

Total 20 100
According to table 4.8; 50% responders strongly agree that Social networking sites can
help the employees in the way of learning and speaking skills while 50 % responders
disagree with the statement.

Table 4.9

Social networking sites can be effective tool for E-learning for the employees

Ranking Frequency Percent

SA 12 60%

A 6 30%

U 2 10%

DA 0 0%

SDA 0 0%

Total 20 100

According to table 4.9; 60% responders strongly agree that Social networking sites can be
effective tool for E-learning for the employees while 30% agree and 10% gave neutral
answers of the statement.

Table 4.10

Social networking sites change the behavior of employees in a positive manner

Ranking Frequency Percent

SA 6 30%

A 2 10%

U 2 10%

DA 4 20%

SDA 6 30%

Total 20 100

According to table 4.10; 30% responders strongly agree that Social networking sites
change the behavior of employees in a positive manner while 10% responders agree 10%
responders gave neutral answers 20% responders disagree and 30% responders strongly
disagree with the statement.

Table 4.11

Social media is the more effective way to communicate with the friends

Ranking Frequency Percent

SA 20 100%

A 0 0%

U 0 0%

DA 0 0%

SDA 0 0%

Total 20 100

According to table 4. 11; 100% responders strongly agree that Social media is the more
effective way to communicate with the friends.

Table 4.12

Social networking sites differentiate employees on the bases of their demography

Ranking Frequency Percent

SA 0 0%

A 10 50%

U 0 0%

DA 10 50%

SDA 0 0%

Total 20 100

According to table 4.12; 50% responders agree that Social networking sites differentiate
employees on the bases of their demography while 50% responders disagree with the
statement.
Table 4.13

Employees’ performance will become better after using social networking sites for
skill development and task completion

Ranking Frequency Percent

SA 0 0%

A 8 40%

U 2 10%

DA 10 50%

SDA 0 0%

Total 20 100

According to table 4.13; 40% responders agree that Employees’ performance will become
better after using social networking sites for skill development and task completion while
10% responders gave neutral answers and 50% responders disagree with the statement.

Table 4.14

Employee’s confidence will build up after exploring social networking.

Ranking Frequency Percent

SA 0 0%

A 12 60%

U 0 0%

DA 8 40%

SDA 0 0%

Total 20 100

According to table 4.14; 60% responders agree that Employee’s confidence will build up
after exploring social networking. while 40% responders disagree with the statement.

Table 4.15
Excess use of social networking distracts employees from their tasks

Ranking Frequency Percent

SA 0 0%

A 10 50%

U 0 0%

DA 10 50%

SDA 0 0%

Total 20 100

According to table 4.15; 50% responders agree that Excess use of social networking
distracts employees from their tasks while 50% responders disagree with the statement.

SUMMARY, FINDINGS, CONCLUSIONAND

RECOMMENDATIONS
Summary

Social life is the most recent kind of media and having various features and
characteristics. It has various impact on workplaces on same channel as granting,
informing, pictures sharing, sound and video sharing, speedy disseminating, associating
with all over world, direct interfacing. Social long-range interpersonal communication
implies the strategies for association among people wherein they make, offer, exchange
and comment among themselves in different frameworks. It is in like manner most
economical fast access to the world, so it is noteworthy forever of social orders. Its usage
is growing well-ordered with high rate in wherever all through the world. Social life is
transforming into a relaxation movement of youth to kill the time.

Findings

Following are the findings of the research to determine the impact of most popular factor
of modern age social Media usage on the academic performances of the employees.

1. According to Table 4.2; 40% responders strongly agree that Using social
networking influence the performance of employees. 40% responders agree,
 10% responders disagree, and 10% responders strongly disagree with the
statement.
2. According to table 4.3; 10% responders strongly agree that the addiction of
social networking affects the performance of employees while 10%
responders agree,50% responders gave neutral answers,20% were disagree
and 10% responders strongly disagreeing with the statement.
3. According to table 4.4; 40% responders strongly agree Employees utilize
social networking for task completion. 10% responders agree while 10%
responders gave neutral answers, 40% responders disagree with the
statement.
4. According to table 4.5; 30% responders strongly agree that Employees
timely submit their assigned task while they spend time on Facebook,
twitter, WhatsApp while 20% responders agree, 30% responders disagree,
and 20% responders strongly disagree with the statement.
5. According to table 4.6.60% responders strongly agree that Groups that are
created on Facebook help them in their skills improvement while 40%
responders agree with the statement.
6. According to table 4.7; 60% responders strongly agree that Employees share
material on twitter is helpful for those employees who are weak in time
management while 40% responders agree with the statement.
7. According to table 4.8; 50% responders strongly agree that Social
networking sites can help the employees in the way of learning and speaking
skills while 50 % responders disagree with the statement.
8. According to table 4.9; 60% responders strongly agree that Social
networking sites can be effective tool for E-learning for the employees while
30% agree and 10% gave neutral answers of the statement.
9. According to table 4.10; 30% responders strongly agree that Social
networking sites change the behavior of employees in a positive manner
while 10% responders agree 10% responders gave neutral answers 20%
responders disagree and 30% responders strongly disagree with the
statement.
10. According to table 4. 11; 100% responders strongly agree that Social media
is the more effective way to communicate with the friends.
11. According to table 4.12; 50% responders agree that Social networking sites
differentiate employees on the bases of their demography while 50%
responders disagree with the statement.
12. According to table 4.13; 40% responders agree that Employees’
performance will become better after using social networking sites for skill
 development and task completion while 10% responders gave neutral
answers and 50% responders disagree with the statement.
13. According to table 4.14; 60% responders agree that Employee’s confidence
will build up after exploring social networking. while 40% responders
disagree with the statement.
14. According to table 4.15; 50% responders agree that Excess use of social
networking distracts employees from their tasks while 50% responders
disagree with the statement.
Demographics
Demographic characteristics of the participants were depicted in Table1. Majority of
the respondents were male, married, in the age group of 25-34 years, and hold
bachelor’s degrees. Most of the participants had a total work experience of 10-15 years
in their lifetime and worked 4-6 years in their existing organizations. It was observed
that majority of participants work in the services production department.

Table 1. Demographic information of participants (n= 205)

Table 1. Demographic information of participants (n= 205)

n % n %
Male 147 71,7 Company Owner / Partner 5 2,40

Female 58 28,3 General Manager / Assistant GM 7 3,40

Gender Chief / Foreman / Supervisor 30 14,60

Total 205 100.0

Department Manager / Assist. DM 26 12,70

Status at

Married 137 66,8 workplace Worker 116 56,60

Unmarried 66 32,2 Others 20 9,80

Marital

Missing 2 1.0 Missing 1 0,50

Status

Total 205 100.0 Total 205 100,00

18-24 20 9,8 Less than 1 year 2 1,00

25-34 100 48,8 1-3 year 14 6,80

35-49 71 34,6 4- 6 year 5 2,40

Age
50-65 12 5,9 Operation time 7- 9 year 26 12,70
 Missing 2 1 10- 15 year 15 7,30

of the firm

Total 205 100 16 -20 year 5 2,40

Middle School 1 0,50 20 and more 136 66,30

High School 21 10,20 Missing 2 1,00

İntermediate 34 16,60 Total 205 100,00

Bachelor 107 52,20 13 6,30

Total Number of Less than 10

Education Postgraduate 36 17,60 Employees 10-49 63 30,70

PhD 4 2,00 50- 99 6 2,90

Missing 2 1,00 100- 249 6 2,90

Total 205 100,00 250- 499 9 4,40

Table 1 cont.

Less than 1 year 12 5,9 Total Number of 500- 999 15 7,30

1-3 Year 15 7,3 Employees 1000-1999 42 20,50

4-6 year 27 13,2 2000 and more 50 24,40

Work 7-9 year 40 19,5 Missing 1 0,50

experience 10-15 Year 61 29,8 Total 205 100,00

in lifetime 16-20 Year 19 9,3 Unlimited company 2 1,00

20 year and more 29 14,1 Commanded partnership 2 1,00

Missing 2 1 Limited Company 24 11,70

Total 205 100 Corporation. 91 44,40

Legal status
Human Resources 13 6,3 Cooperative company. 3 1,50

Marketing 46 22,5 Public 74 36,10

Services Production 92 45,0 Others 9 4,40

Management 11 5,3 Total 205 100,00

Others 29 14,1 Banking and Finance 64 31,3

Department Missing 14 6,8 Electricity Delivery Services 29 14,1

Total 205 100 Konya Metropolitan Municipality 74 36,1

Sector
Telecommunication 9 4,4

Others 21 10,3

Missing 8 3,90
Total 205 100,00
Correlation Analysis

This study measures the correlation of social networking with employee’s

knowledge, skills, motivation and productivity. Table 1 shows positive correlation
between social networking and four factors of employee’s performance
(knowledge, skills, motivation and productivity). The correlation was positive and
significant at the level of 0.01 to 0.05 between social networking and knowledge,
skills, motivation and productivity. For Example, Correlation between social
networking and Employee’s knowledge0.639 (p=0.000); the correlation between
social networking and employee’s skills, was 0.480 (p=0.000); the correlation
between social networking and Employee’s motivation was 0.384 (p=0.006); the
correlation between social networking and Employee‟ productivity was 0.646
(p=0.000).

Table 1. Correlation between use of Social networks with knowledge, Skills,

Motivation and Productivity.

Dependent Independent Correlation Significance Results

Variable variable (Pearson) Level

Dimensions

Knowledge .480 .000 Significant

Skills Use of social .639 .000 Significant

Motivation networking .646 .000 Significant

**
Productivity sites .384 .000 Significant
 **. Correlation is significant at the 0.01 level (2-tailed).

From the above table, it is indicated that correlation between dependent and
independent variables was strongly positive. Employee’s knowledge, skills,
motivation and productivity highly correlated with using of social networks. Social
networking has impact 64%, 48%, 38% and 65% on knowledge, skills, motivation
and productivity of employee’s respectively. So, this correlation can be improved
more with proper usage of social networking sites. These results explore and
support to accept the first hypothesis that there is positive relation between use of
social networking and employee’s performance variables (Knowledge, skills,
Motivation, and Productivity,).

Regression Analysis

Regression model employed to predict the factors affected by using of

social networks. In regression analysis four dimensions are undertaken as
dependent variables in terms of employee’s knowledge, skills, motivation and
productivity. Table 2 shows the Regression coefficient between dependent variable
(X1= Employee Skills) and independent variable using of Social Networking, the
regression R was 0.639. It represents the association of using social networks and
employee skills 63.9%. High value of beta and level of significance shows the
strength of association. From table 2 dependent variable (X2=Employee skills) and
independent variable Social Networking, the regression R was 0.480. So, it shows
the association between using social networking and employee knowledge 48%.
Highly beta and strongly significant these variables were. By table 2 dependent
variable (X3=Employee Motivation) and independent variable Social Networking,
the regression R was 0.384. Association was between using social networking and
employee productivity was 38.4%. Significance is little weak but still positive
between these variables. In table 2 dependent variable (X4=Employee Productivity
Level) and independent variable Social Networking, the regression R was 0.646.
Dependent and independent variable association here become 64.6%. Here again
highly significant and having high beta.
Table 2. Regression Analysis

R Adjusted R Std. Error Unstandardized standardized

Dimensions R of the Coefficients Coefficients Significance

Square Square

Estimate Beta Beta

Knowledge .639 .408 .396 .60296 .754 .639 .000

Skills .480 .230 .241 .61773 1.292 .480 .000

Motivation .384 .148 .130 .87005 1.364 .384 .006

Productivity .646 .418 .406 1.73988 -2.443 .646 .000

Regression analysis revealed that using social networking contributes to

employee’s gaining of knowledge, learning of skills, getting motivated and
becoming more productive for organization. Results shows that dimension of
gaining of knowledge was 63.9%, learning of skills was 48%, motivation level
increase was 64.6%. and productivity was 38.4% It means that there can be other
contributing factors exist too. There can be still scope for improvement too.

These four dimensions model developed to measure the impact of using

social networks on employee’s performance. Organizations can enhance their
employee skills/ multi-tasking, make them employee with more knowledge,
increase motivational level and bring more productivity in work through effective
and intensive use of social networking sites.

10.0 Conclusions

In view of the discoveries, web-based social networking turns into a vital piece of
the under research’s full life, took up the greater part of his extra time. The time
spend by the respondents via web-based networking media focused on that the
effect on their scholarly exhibition winds up negative. Based on research, it is
concluded that employee is wasting time on social media. Some of employee
though using it for study purpose but most of time spend lame talking and sending
unnecessary messages to each other.

11.0 Significance of study

The centrality of study was to assess effect on utilizing social networking, for
example, Facebook, twitter, google i.e. investigation will be of monstrous
advantages to employees. Employees who need to figure out how to oversee and
adjust their time well to be incredible supporters of the improvement of the public.

1.1 Theoretical Contribution

This research has resulted in substantial theoretical contributions. First, the

findings strongly advocate for the social exchange theory, which asserts that
individuals perform in a manner that can enhance their benefits (Molm,
1997). Second, this study is unique compared with the literature
(Leftheriotis and Giannakos, 2014) because of its exclusive and innovative
approach regarding variable selection, data collection and methods. For the
comprehensive analysis of SM use, we proposed a unique conceptual model
for this study, and we separated SM use into two types, i.e., personal use of
SM and work-related use of SM. The past studies explored the direct effects
of SM use, which have not differentiated SM usage as we did in our study.
Third, our research model used knowledge exchange as a mediator between
SM use and job performance. Existing studies have not focused on this
perspective that how SM use can enhance the job performance through
knowledge exchange behaviors. Therefore, we used knowledge exchange as
a mediator and it has been further isolated into two dimensions, e.g.
information sharing and obtaining information. Our study results affirm the
literature regarding SM, knowledge exchange and employee job
performance akin to several past studies (Leftheriotis and Giannakos, 2014;
Shujahat et al., 2019; Ali-Hassan et al., 2015; Nisar and Prabhakar, 2018)
by finding that personal and work-related use of SM contribute to
knowledge exchange that can enhance an employee’s job performance.
Finally, to analyze the impact of organizational SM rules, we introduced the
SM rules as a moderator between SM use and knowledge exchange. SM
rules negatively moderate the relationship between SM use and knowledge
exchange behaviors. Some of the organizations implemented an SM use
policy to control their employees. Similarly, Wu and Wang’s (2006) study
findings support our results that SM rules in organizations have adverse
impacts on employee’s job performance. The information exchanging
increases an employee’s feelings of connection with their company and
creates a sense of trust and confidence that leads to improved performance.
Conversely, when employees face restriction against the use of SM they
missed a lot of valuable information from friends and colleagues who could
help them enhance their job satisfaction and performance. The findings
from this study suggest that SM use can enhance knowledge exchange and
 help employees improve workstation performance. Our study contributed to
the literature related to knowledge exchange and explored whether the
antecedent of information sharing and obtaining information improve
employees’ performance.

Practical implications

This study has significant practical implications for employees and organizations.
Both the personal use and work-related use of SM motivate employees to share
information related to their work experience, collect and provide feedback to
customers and their colleagues. Such types of information sharing and obtaining
information help them to be up to date with the company’s performance and
policies. Therefore, knowledge sharing and obtaining knowledge helps them
improve job performance. Employees of all these sectors (i.e. industry and services)
must be up to date regarding the situations of markets and products because, to
some extent, customers rely on their knowledge. Therefore, information plays a
vital role in an employee’s job performance. Because SM allows for information
exchange, they help employees improve knowledge transfer and enhance their
knowledge regarding products and services. As aforementioned, information
sharing and obtaining information are ultimate factors that affect employees’ work
performance through SM technologies (Leftheriotis and Giannakos, 2014).
Therefore, organizations should promote both the personal and work-related use of
SM, especially for exchanging information regarding the job. The moderator SM
rules demonstrate an adverse impact on the relationship between SM and
knowledge contributions. The adverse effect is only because of the poor policies of
Social media usage organizations that are not significantly beneficial for users and
organizations. SM use motivates employees to share and obtain information.
Hence, this knowledge exchange behavior improves workplace performance.
Alternatively, in a constrained environment, employees cannot perform well at the
workplace. Thus, we assert that there is a dire need for employee training regarding
SM use instead of restricting SM use. In conclusion, to evade potential legitimate
issues, employers should educate and train workers regarding company SM use
regulations. Today, work life and online life are inextricably linked; thus,
organizations must build and communicate such strategies to ensure employees
understand. Finally, the findings of this research contribute to the literature on
online knowledge sharing, obtaining knowledge and employee job performance.

12.0 limitations of study

1.2 Theoretical Limitation

One of the limitations of this study is its reliance on self-reported

measurements. For example, since the use of social networking sites in the
workplace is sometimes frowned upon and reporting not using it intensely
at work would be viewed as a desirable behavior of employees, individuals’
self-assessment of their social networking site use intensity in the
workplace may be subject to social desirability bias, presenting one’s self in
a favorable image (Edwards, 1982). Observation of employees as they
engage in the use of social networking sites in the workplace may be one
way to overcome the inherent biases of self-assessment.

1.3 Methodological Limitation

This study is a cross-sectional research design which makes it difficult to

determine causality. It should be noted that the generally accepted
relationship between job satisfaction and job performance suggested by the
human relationists, and supported by this study, has not gone unchallenged.
This should be recognized as a possible limitation of this study and further
explored in future research. For instance, the expectancy-based theorists of
motivation have argued that satisfaction is a result of the rewards produced
by performance (Lawler Iii & Porter, 1967; Naylor, Pritchard, & Ilgen,
1980; Vroom, 1964). This argument assumes that performance leads to
outcomes that are satisfying to individuals. Similarly, Locke (1970) argued
that job satisfaction is an outcome of performance because performance
leads to the attainment of important job values.

1.4 Sampling Limitation

Sample is another limitation of this study. In particular, the sample collected

from social media included a very large number of observations from
employee job performance (3 percent), thus limiting the ability to generalize
the findings.

Last, survey responses on subjective measures of job satisfaction,

organizational commitment, turnover intention, innovative behavior, and
job performance reflect employees’ current state of mind. In order to offset
any unique factors affecting an individual’s attitude levels – job satisfaction,
organizational commitment, turnover intention, innovative behavior, and
job performance – at the time of the survey, repeating the survey in the
future would provide a more consistent view of perceived work-related
outcomes, as well as social networking site use intensity levels.

Managerial Implication

Research conducted on implication of social media on job performance

concluded that social media has positive effect on employee’ job
performance. Furthermore, it is identified from the literature that the use of
social media saves time and cost, and ultimately increases the profit of
organizations (Harandi & Abdolvand, 2018, p. 29). Social media also has
impacts on innovation, advertising, and customer relations in organizations
(Tajudeen et al., 2018, p. 310). In the line of previous research, this article
proposes following hypothesis:

Hı: Social media has a positive effect on employee’ job performance.

Organizational structure plays a vital role in achieving organization goals.
 An organization’s intention is to increase its performance by adopting
efficient structures. A flexible organizational structure allows workers to
work freely and perform according to their customer needs. Such types of
structures give way for a pro-active role and increases the employee job
performance (Shafiee, Razminia, & Zeymaran, 2016, p. 161). Social media
creates a direct and prompts relationship between the organization and its
audience. By using social media, employees are maintaining their
relationships for quick and efficient problem solving. However, few
organizations succeed in such kind of relationships. Because there are many
structural design elements that restrict employees (Kjaerulff, 2015, p. 4).
Emergence of new trends on social media push organizations to become
more involved and makes them adopt to new social media applications to
keep their organization structure up to date. Organizations are keen and
interested in its appropriate use, hence understanding its effectiveness. In
fact, social media has become a necessity at the workplace (Langer, 2014, p.
4). Based on the literature, following hypothesis was proposed:

H2: Organizational structure has a positive mediating effect on the

relationship between use of social media and employee’ job performance.

13.0 Recommendations

Based on research findings and conclusion it is recommended that:

1. Seminars ought to be sorted out in the different resources to edify

employee progressively about the potential ramifications of social
networking use on their scholarly presentation
2. Employees should ensure that they utilize these interpersonal interaction
destinations wisely to guarantee that they don't end up inconvenient to
their task.
 3. employee can embrace new systems by directing task via web-based
networking media stages to help teach the propensity for utilizing these
destinations for scholarly work.
4. Employees must limit the time they spend via web-based networking
media to abstain from being fixated by these destinations for
superfluous visiting.

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IMPACT OF SOCIAL NETWORKING ON EMPLOYEE
PERFORMANCE AND TASK COMPLETION

Questionnaire for employee

Sr. Questions Strongly Uncer Disag Strongly

agree
No agree tain ree disagree

5 4 3 2 1
1 Using social networking influence, the
performance of employees.

2 The addiction of social networking

affects the performance of employees.

3 Employees utilize social networking

for task completion.

4 Employees timely submit their

assigned task while they spend time
on Facebook, twitter, WhatsApp.

5 Groups that are created on Facebook

help them in their skills improvement.

6 Employees share material on twitter is

helpful for those employees who are
weak in time management.

7 Social networking sites can help the

employees in the way of learning and
speaking skills.

8 Social networking sites can be

effective tool for E-learning for the
employees.

9 Social networking sites change the

behavior of employees in a positive
manner.

10 Social networking is the more

effective way to communicate with the
friends.

11 Social networking sites differentiate

 employees on the bases of their
demography.

12 Employees’ performance will become

better after using social networking
sites for skill development and task
completion.

13 Employee’s confidence will build up

after exploring social networking.

14 Excess use of social networking

distracts employees from their tasks.