<div dir="ltr"><p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><b>Content:<br>
</b>Hawaii International Conference on System Sciences, HICSS-48 2015</p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal">Minitrack: Social Media and Enterprise: Job and Work Design Issues </p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal">(Digital and Social Media Track) <br>
<br>
This mini-track addresses issues surrounding the role of social media in enterprises
with a special focus on work and job design and analysis. The social media is
transforming the workplace in organizations. The use of social media within the
enterprise boundaries is creating new forms of communications and
collaborations that could enhance the work and information flows in the
workplace, such helping to break down the barriers between functional silos and
geography, increase transparence, mitigate information asymmetry, and leverage
social capital. However, the use of enterprise social media is also creating
new challenges, such as increased job stress, lack of clear personal and
professional boundaries, role conflict and ambiguity, and information misuse. These
challenges, if unresolved, could adversely affect both individual employees and
the enterprises. In order for the organizations to amplify the returns/benefits
and mitigate the drawbacks of using enterprise social media within their work
environments, it is imperative to focus on work/job level issues and
challenges. </p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"> </p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal">Organizations are increasingly launching social media behind their
firewalls to encourage employees to share information, locate expertise, and
engage in collaborations. The social media deployed behind firewalls, namely
blogs, microblogs (e.g., Twitter), wikis, social bookmarking, and social
network tools, are also referred to as “enterprise social media.” The
proliferations of social media in enterprises have changed the work context and
affected employees’ behaviors. For example, with social media in the workplace,
the relationship between employees has evolved to represent two dimensions --
professional vs. personal – and demonstrated the need to understand the issue
of relationship multiplexity and social networking site use in the workplace. </p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"> </p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal">More importantly, the penetration of social media in the workplace
potentially will affect work/job design in organizations. The classical job
design theory by Hackman and Oldham (1975, 1976) states that job design affects
work motivation; to achieve effective job design, organizations need to consider
the interaction among three factors, including individual attributes, job
characteristics and employees’ psychological state so that an employee is able
to respond to a complex and challenging job. The pervasiveness of social media
in the enterprise has caused a fundamental change in organizational work
context, triggering the need for designing or re-designing the way work/jobs
are conducted.</p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"> </p>
<p class="MsoNormal">Authors are invited to submit papers that address issues
related to the role of enterprise social media in work and jobs design.
Potential issues and topics include, but are not limited to:</p><p class="MsoNormal"><br></p>
<p class="MsoNormal" style="margin-left:0.25in">--Social media and workplace
relationship</p>
<p class="MsoNormal" style="margin-left:0.25in">--Social media enabled work/job
design </p>
<p class="MsoNormal" style="margin-left:0.25in">--New organizational work issues
arising from the use of enterprise social media</p>
<p class="MsoNormal" style="margin-left:0.25in">--Impact of digitization on the
nature of work and on workplace</p>
<p class="MsoNormal" style="margin-left:0.25in">--Effects of enterprise social media
on communication and collaboration</p>
<p class="MsoNormal" style="margin-left:0.25in">--Effects of enterprise social media
on geographically distributed teams and communities </p>
<p class="MsoNormal" style="margin-left:0.25in">--Effects of enterprise social media
on transactive memory system</p>
<p class="MsoNormal" style="margin-left:0.25in">--Effects of enterprise social media
on workforce productivity, innovativeness, and effectiveness</p>
<p class="MsoNormal" style="margin-left:0.25in">--Effects of social media addiction
on work performance </p>
<p class="MsoNormal" style="margin-left:0.25in">--Enterprise social media and work
and information flows</p>
<p class="MsoNormal" style="margin-left:0.25in">--Information security and the
use/misuse of enterprise social media<span> </span></p>
<p class="MsoNormal" style="margin-left:0.25in">--IS/IT architecture for enterprise
social media</p>
<p class="MsoNormal" style="margin-left:0.25in">--IS/IT support services needed to
support enterprise social media</p>
<p class="MsoNormal" style="margin-left:0.25in">--Job characteristics and social
media</p>
<p class="MsoNormal" style="margin-left:0.25in">--Job design for a digital platform</p>
<p class="MsoNormal" style="margin-left:0.25in">--Job or work level success factors
of enterprise social media</p>
<p class="MsoNormal" style="margin-left:0.25in">--Work-life balance and social media
enabled workplace </p>
<p class="MsoNormal" style="margin-left:0.25in">--Methodologies for studying
enterprise social media and work/job design </p>
<p class="MsoNormal" style="margin-left:0.25in">--Development of<span> </span>new theories to describe and explain the
phenomenon of using social media in enterprises</p><p class="MsoNormal" style="margin-left:0.25in"><br></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><b><span style="font-family:"Cambria","serif"">References </span></b></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span style="font-family:"Cambria","serif""> Hackman, J. R., & Oldham, G. R. 1975. “Development of
the job diagnostic survey,” <i>Journal of
Applied Psychology</i>, 60 (2), pp: 159-170.</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span style="font-family:"Cambria","serif""></span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span style="font-family:"Cambria","serif"">Hackman, J. R., & Oldham, G. R. 1976. “Motivation
through the design of work: Test of a Theory,” <i>Organizational Behavior and Human Performance</i>, 16 (2),</span> pp: <span style="font-family:"Cambria","serif"">250-279.</span></p>
<p class="MsoNormal"><b> </b></p>
<p class="MsoNormal"><b>Important dates:<br>
</b>April-May: send abstract to and request feedback (optional, but
encouraged) from co-chairs<br>
<span><span>June 15</span></span>:
full papers due to HICSS<br>
<span><span>August 15</span></span>:
Decision (accept, accept conditional on mandatory changes, reject)<br>
<span><span>September 4</span></span>:
resubmission [if required]<br>
<span><span>September 10</span></span>:
Final decision<br>
<span><span>September 15</span></span>:
Accepted papers submitted to the publication site<br>
<span><span>September 20</span></span>:
At least one author must register for the conference</p><p class="MsoNormal"><br>
For further conference details, schedules and submission guidelines, please see:
<a href="http://www.hicss.hawaii.edu/hicss_48/apahome48.htm" target="_blank">http://www.hicss.hawaii.edu/hicss_48/apahome48.htm</a></p><p class="MsoNormal"><a href="http://www.hicss.hawaii.edu/hicss_48/apahome48.htm" target="_blank"><br>
</a></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><b>Co-chairs</b> (contact for feedback on abstracts/proposed papers)<br>
<br>
<span></span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Xuefei (Nancy) Deng</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Information Technology Management Department</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Shidler College of Business</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>University of Hawaii at Manoa</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Honolulu, HI 96822</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Tel: <a href="tel:808-956-7430" value="+18089567430" target="_blank">808-956-7430</a>; Fax: <a href="tel:808-956-9889" value="+18089569889" target="_blank">808-956-9889</a></span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Email: </span><a href="mailto:xuefei@hawaii.edu" target="_blank"><span>xuefei@hawaii.edu</span></a><span></span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span> </span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>K. D. Joshi</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Department of Management, Entrepreneurship, and Information
Systems</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Washington State University </span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Pullman, WA 99164</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Tel: <a href="tel:509-335-5722" value="+15093355722" target="_blank">509-335-5722</a>; fax: <a href="tel:509-335-5339" value="+15093355339" target="_blank">509-335-5339</a></span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Email: </span><a href="mailto:joshi@wsu.edu" target="_blank"><span>joshi@wsu.edu</span></a><span></span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><b><span> </span></b></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Yibai Li</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>The Operations and Information Management Department</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Kania School of Management</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>The University of Scranton<br></span></p><p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Scranton, Pennsylvania 18510</span></p>
<p class="MsoNormal" style="margin-bottom:0.0001pt;line-height:normal"><span>Tel: <a href="tel:%28509%29%20335-7822" value="+15093357822" target="_blank">(509) 335-7822</a> </span></p>
<span>Email: <a href="mailto:yibai.li@scranton.edu" target="_blank">yibai.li@scranton.edu</a><span> </span></span></div>