Description
Given that company rating sites encourage employees to evaluate their company - which might lead to a loss of reputation -, this research focuses on identifying and quantifying the importance of antecedents of employees’ company-related bad mouthing in social media. Data for this study was collected through a qualitative interview study (N = 33) and a quantitative online survey approach (N = 472). Drawing on social identity theory and using the job demands-resources model as a theoretical lens, we found that job demands are positively associated with turnover intention, which in turn increases company-related bad mouthing in social media of employees. This study enriches the understanding of employees’ behavior in social media and provides implications for managers such that the strategy of reducing turnover intention is more successful to limit the amount of employees’ bad mouthing than enhancing employees’ commitment.
Recommended Citation
Ivens, Stefan; Schaarschmidt, Mario; and Höber, Björn, "Enemy in the house? Antecedents of employees’ company-related bad mouthing in social media" (2017). AMCIS 2017 Proceedings. 13.
https://aisel.aisnet.org/amcis2017/SocialComputing/Presentations/13
Enemy in the house? Antecedents of employees’ company-related bad mouthing in social media
Given that company rating sites encourage employees to evaluate their company - which might lead to a loss of reputation -, this research focuses on identifying and quantifying the importance of antecedents of employees’ company-related bad mouthing in social media. Data for this study was collected through a qualitative interview study (N = 33) and a quantitative online survey approach (N = 472). Drawing on social identity theory and using the job demands-resources model as a theoretical lens, we found that job demands are positively associated with turnover intention, which in turn increases company-related bad mouthing in social media of employees. This study enriches the understanding of employees’ behavior in social media and provides implications for managers such that the strategy of reducing turnover intention is more successful to limit the amount of employees’ bad mouthing than enhancing employees’ commitment.