[AISWorld] HICSS-48 Minitrack: Social Media and Enterprise: Job and Work Design Issues (Nancy Deng)

[Xuefei Deng]

*Content: *Hawaii International Conference on System Sciences, HICSS-48 2015

Minitrack: Social Media and Enterprise: Job and Work Design Issues

(Digital and Social Media Track)

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.



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.



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.



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:


--Social media and workplace relationship

--Social media enabled work/job design

--New organizational work issues arising from the use of enterprise social
media

--Impact of digitization on the nature of work and on workplace

--Effects of enterprise social media on communication and collaboration

--Effects of enterprise social media on geographically distributed teams
and communities

--Effects of enterprise social media on transactive memory system

--Effects of enterprise social media on workforce productivity,
innovativeness, and effectiveness

--Effects of social media addiction on work performance

--Enterprise social media and work and information flows

--Information security and the use/misuse of enterprise social media

--IS/IT architecture for enterprise social media

--IS/IT support services needed to support enterprise social media

--Job characteristics and social media

--Job design for a digital platform

--Job or work level success factors of enterprise social media

--Work-life balance and social media enabled workplace

--Methodologies for studying enterprise social media and work/job design

--Development of  new theories to describe and explain the phenomenon of
using social media in enterprises


*References *

 Hackman, J. R., & Oldham, G. R. 1975. "Development of the job diagnostic
survey," *Journal of Applied Psychology*, 60 (2), pp: 159-170.

Hackman, J. R., & Oldham, G. R. 1976. "Motivation through the design of
work: Test of a Theory," *Organizational Behavior and Human Performance*,
16 (2), pp: 250-279.




*Important dates: *April-May:  send abstract to and request feedback
(optional, but encouraged) from co-chairs
June 15:  full papers due to HICSS
August 15:  Decision (accept, accept conditional on mandatory changes,
reject)
September 4:  resubmission [if required]
September 10:  Final decision
September 15:  Accepted papers submitted to the publication site
September 20:  At least one author must register for the conference


For further conference details, schedules and submission guidelines, please
see: http://www.hicss.hawaii.edu/hicss_48/apahome48.htm


 <http://www.hicss.hawaii.edu/hicss_48/apahome48.htm>

*Co-chairs* (contact for feedback on abstracts/proposed papers)

 Xuefei (Nancy) Deng

Information Technology Management Department

Shidler College of Business

University of Hawaii at Manoa

Honolulu, HI 96822

Tel: 808-956-7430; Fax: 808-956-9889

Email: xuefei at hawaii.edu



K. D. Joshi

Department of Management, Entrepreneurship, and Information Systems

Washington State University

Pullman, WA 99164

Tel: 509-335-5722; fax: 509-335-5339

Email: joshi at wsu.edu



Yibai Li

The Operations and Information Management Department

Kania School of Management

The University of Scranton

Scranton, Pennsylvania 18510

Tel: (509) 335-7822
Email: yibai.li at scranton.edu
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