The Uses of Social Networking Sites and Its Effects on Work Performance and Job Engagement - Literature review Example

The introduction of the internet and computers in the workplace has brought tremendous changes in communication within and outside an organization. The vast spectrum of communication has been revolutionized mainly, with the rise of social media. Among the common networking sites in use are Facebook, Twitter, Google Plus, and YouTube. These sites have brought both benefits and adverse impacts on organizations. Businesses have adopted these forms of communication to enhance their efficiency, particularly among employees.

A detailed review of the main sources that were used to select the main constructs being studies can be found in the Appendix. In addition, the research model to be used in the study is provided indicating the relationship between each construct. The adoption of social networking tools in the business sector is becoming a vital approach to gaining competitiveness and increasing efficiency. Despite foreseen advantages, the rapid adoption of these tools also poses a danger to the organization's performance management by negatively affecting the employees' output and professional lifestyle.

There are both pros and cons in the use of social networking in the workplace to an organization. Critics of the use of social networking claim that it can negatively affect the performance of the employees, thereby degrading an organization’s productivity. However, social media can be used to market an organization to customers, thus boosting its image. This paper looks into the use of social networking among workers and their effect on the organization. Six constructs are covered in the literature review; these include work performance, job satisfaction, shared knowledge, work-life balance, organization commitment, Productivity, and work engagement.

  Job satisfaction is directly related to productivity and the levels of output from the workers. Workers who feel appreciated at the workplace have a higher output than those who receive poor treatment and dissatisfaction from their employer.