The effect of social media on employee engagement: the mediating role of job satisfaction and perceived organizational support

Due to the widespread use of Social Media, Human Resources have heightened concerns about Employee Engagement in contemporary business. Through the theoretical lens of Social Exchange Theory (SET), this research aims to address this crucial gap in the existing literature by examining how employees’ use of Social Media affects their engagement and the extent to which employee Job Satisfaction, Perceived Organizational Support through Social Media variety, usage of Social Media, and Organizational Culture. A quantitative research method was employed by collecting a sample of 208 respondents of full-time employees. The analysis of empirical data reveals a correlation between the use of Social Media and the mediating factors of Organizational Culture (OC), Job Satisfaction (JS), and Perceived Organizational Support (POS), both of which have a significant positive impact on Employee Engagement (EE). For academics and practitioners, this research contributes to the growing body of knowledge and evidence-based research in Human Resources Management and social technology, particularly Employee Engagement and SM. This article lies in the fact that it is one of the few studies to empirically examine SM’s use and EE concerning new untested factors such as organizational culture, Job Satisfaction, and Perceived Organizational Support. The tested theoretical model was revised based on the empirical evidence.