IMPACT OF SOCIAL NETWORKING SITES ON EMPLOYEE PERFORMANCE (A CASE STUDY OF GUARANTEE TRUST BANK PLC)
CHAPTER ONE
INTRODUCTION
1.1. Background
Social networking is creating a dramatic changes or dynamic in the environment
but it’s obvious it is creating changes. Social networking an online medium of
interaction which let people build relations, share ideas, communicate
information and bounding society in sentimental stream. Social networking is
making dramatic growth in dynamic environment of now a day. People use social
networks for catharsis of their human emotions. Motives of social networking
can be different for person to person like; people connect to LinkedIn for
professional purpose, Facebook and MySpace for personal
motive, Twitter for social networking, Personalized Blogs for personal thoughts
and view point. Motive of using social networks can be change but the ultimate
logic of connecting is building social contacts and sharing (Ehrlich, 2011)
in social networking.
Social networking is not only targeting young generation. It’s tempting and hitting all age groups and generations. The way to use and respond social networks is not a good thing, nor a bad thing, it’s just a different thing. Using and connecting to social networks is part and parcel now a day of everyone’s life. Now people never ask for mail addresses or mobile numbers instead of that people ask each other for their social network IDs for carrying on long term contacts (Avalos, S. 2011),
Every organization is using social
network sites for their professional benefits like creating customer
relationship. So it becomes the need and it’s the time for organizations to
design workforce according to changing environments. Organization’s
productivity and profits base on its employee’s performance, and its employees
are strongly connecting to social networks. In other aspects Social networks
are creating risks, opportunities, threats, weaknesses, and strengths for
organizations. Risk in a way that social networks are real time communication
mediums, It can communicate and disseminate information of organization
instantly in real timing which organization may never want to share with people
outside the organization. Opportunity in the context that competitor’s employee
shared information about upcoming strategy at social medium which can be used
for organization’s benefit. Threat can be faced by organizations when its
employees discuss internal information of organization at social networks which
can be used by its competitors. Social networking can be weakness of
organization when it affects its productivity negatively. Same social
networking become strength for organizations when it’s used to build good
relationship with employees, to direct them is right way, to collect
information about employee behavior and to train them (Flynn, 2011),
Social networking affect all sectors of the economy as it affects employee’s
skills, productivity, qualification/knowledge and motivational level.
Organizations practice social networking for building employer-employee
relationship by increasing employee’s skills, productivity, motivational level
and knowledge. Organizations evaluate their employees and manage their
contributions to keep organization’s image high through social networking. Some
organizations direct their employees for ethical behavior in using social
networks while they are representator of the organization. For doing all this
organizations are formulating some sort of policies regarding using of social
networking (Flynn, 2011), however, it can be said that social networking has
strong impact on employees’ performance in terms of affecting the skills,
productivity, knowledge and motivation.
Guaranty Trust Bank plc was incorporated as a limited liability company
licensed to provide commercial and other banking services to the general public
of Nigeria in 1990. The Bank commenced operations in February 1991, and has
since then grown to become one of the most respected and service focused banks
in Nigeria (GTB, 2015). In September 1996, Guaranty Trust Bank plc became a
publicly quoted company and won the Nigerian Stock Exchange President’s Merit
award that same year and subsequently in the years 2000, 2003, 2005, 2006,
2007, 2008 and 2009. In February 2002, the Bank was granted a universal banking
license and later appointed a settlement bank by the Central Bank of Nigeria
(CBN) in 2003. GT Bank plc has 217 branches, 17 Cash Centres, 18 e-branches, 23
GT Express locations and more than 1141 ATMs in Nigeria.
1.2. Statement of the Problem
Some studies claim that the use of social networking sites makes employees
happier and, therefore, more productive (AT&T, 2008; Bennett
et al., 2010; Leidner et al., 2010; Li & Bernoff, 2008; Patel & Jasani,
2010) while other studies consider social networking sites use a reason for
reduced productivity since it can waste time and be addictive (Accountemps,
2010; Nucleus, 2009; O’Murchu et al., 2004; Rooksby et al., 2009; Shepherd,
2011; Wavecrest, 2006). These studies that argue that using social networking
sites reduces productivity in the workplace looked only at the time wasted as a
result of social networking sites use in the workplace and ignored the possible
indirect benefits such as enhanced job satisfaction, higher organizational commitment,
lower absenteeism, higher retention rates, higher innovative behavior, and
increased productivity. As for studies that argue that the use of social
networking sites in the workplace is adding value to organizations, they did
not empirically measure the positive effects of social networking sites use in
the workplace on work-related outcomes on social networking.
This study, in turn, attempts to resolve this controversy by empirically studying the direct and mediating effects of job satisfaction, organizational commitment, absenteeism, turnover intention, and innovative behavior on the relationship between social networking sites use intensity and job performance
1.3. Objective of the Research
The general objective of the study is to evaluate the impact of social
networking sites on employee performance while the following are the specific
objectives of this study:
1. To find out the impact of social networking sites on employee performance.
2. To examine the effect of social networking sites on the privacy and security of an organization’s information.
3. To evaluate the potential benefits of social networking sites for business in an organization.
1.4. Research Questions
1. What is the impact of social networking sites on employee performance?
2. What is the effect of social networking sites on the privacy and security of an organization’s information?
3. What are the potential benefits of social networking sites for business in an organization?
1.5 Research Hypothesis
Ho: There is no significant relationship between social networking sites
and employee performance
Hi: There is a significant relationship between social networking sites
and employee performance
1.6. Significance
of the Study
Studying the effect of social networking sites use in the workplace on employee
performance is important for several reasons. First, professionals in charge of
human resource departments will benefit from understanding the associations
elicited by this study. Understanding relationships between social networking
sites use in the workplace and employee performance and productivity, job
satisfaction, organizational commitment, absenteeism, turnover intention,
innovative behavior, and job performance can help reveal the underlying
rationale for organizations to either allow or disallow the use of social
networking sites in the workplace. Organizations are searching for available
means to increase workplace productivity. If the use of social networking sites
turns out to be one of these means, organizations will be able to add the use
of social networking sites in the workplace to their arsenal of practices to
enhance job satisfaction, organizational commitment, absenteeism, turnover
intention, innovative behavior, and ultimately job performance. Second, this
study contributes to social networking, employee performance, job satisfaction,
organizational commitment, absenteeism, turnover intention, innovative
behavior, and job performance literature on social networking
The findings of this study will reveal whether the belief that happy workers
work harder holds in the context of social networking sites use in the
workplace on networking sites.
1.7. Scope and Limitations of the
Study
The focus of the study is on the impact of social network sites on employee
performance will make use of data obtained from this research to conclude and
establish whether the use of social network sites actually results in low
productivity or enhances it. Due to the nature and the subject of the study
only educated workers will be involved in the category of workers that are more
likely to use the internet as part of their work and during this course make
use of social network site as a side entertainment. Workers could be exposed to
issues such as network security, cybercrime, pornography, online marketing and
advertisement and this study will be touched all these areas considering the
previous literature on the subject area on social networking
1.8 Definition of Terms
Social Media: A social networking site is a platform to build social networks or social relationsamong people who share similar
interests, activities, backgrounds or real-life connections.
Web Site: A website is a set of related web pages typically served from a single web domain.
Employee: An individual who workspart-time or full-time under a contract of employment, whether oral or written,
express or implied, and has recognized rights and duties.
Employee Performance: The job related activities expected of a worker and how well those activities were executed.
Department | Business Administration and Management |
Project ID Code | BAM0002 |
Chapters | 5 Chapters |
No of Pages | 70 pages |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |