A meta-analytic review of the relationship between social media use and employee outcomes

Abstract

Employees’ social media use and its relationships with work-related outcomes have received significant research attention in recent years. Extant research, however, has provided neither consistent findings regarding the extent and direction of such relationships nor consensus on potential moderators involved. To provide robust conclusions about the association between social media use and employee outcomes which could inform research and practice, a systematic culmination of findings from 29 empirical works published in peer-reviewed journals from 2009 to 2018 was conducted. The meta-analytic review assessed the relationships between employees’ social media use and employee outcomes (job performance, job satisfaction, work engagement, emotional exhaustion, and work-life conflict) and their moderators (types of social media, purposes of use, and background variables). The results of the random-effects model suggest that social media use, in general, had significant, small, positive relationships with job performance, job satisfaction, work engagement, and work-life conflict. Its relationship with emotional exhaustion, however, was significant but negligible. The sub-group and meta-regression analyses further identified the moderators among the positive associations found: purpose of social media use moderated the relationships of social media use with job performance and job satisfaction while job position moderated the association between social media use and job satisfaction.