The Impact of Social Networking on Employee Performance



“Social networking is creating changes dramatic 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, S.Z. 2011). ‘How Social Media Affects HR: Uses, Abuses and Self-Protection’ Available: ‘’

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), ‘How Social Media Affects HR: Uses, Abuses and Self-Protection’ Available: “http://”

……………………………………………………………………………………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, J. 2011), ‘How Social Media Affects HR: Uses, Abuses and Self-Protection’ Available: ‘‘http: //’’

Social networking affect banking sector as it affecting employee’s skills, productivity, qualification/knowledge and motivational level. Banks practice social networking for building employer-employee relationship by increasing employee’s skills, productivity, motivational level and knowledge. Banks evaluate their employees and manage their contributions to keep bank’s image high through social networking. Banks direct their employees for ethical behavior in using social networks while they are representator of the organization. For doing all this banks are formulating some sort of policies regarding using of social networking (Flynn, J. 2011), ‘How Social Media Affects HR: Uses, Abuses and Self-Protection’ Available: ‘ hr-uses-abuses-and-self-protection/’

According to the above discussion, it can be said that social networking has strong impact on employees’ performance in terms affecting skills, productivity, knowledge and motivation. This study is conducted in Pakistani banks, either at what extent they are using social networking to increase skills, knowledge, productivity and motivation of their employees.

………………………………………………………………………………………………..setting the right culture; creating the right mindset is just as important as providing the technology in the first place (Gourova, et al .2002:77).

Practical and Ethical Issues

In areas where the researcher will not be able to access physically, phone interviews and sending of questionnaires through the confidential mail will be employed. All information provided by the respondents will be highly confidential since it may put some of the employees under scrutiny from their employers. The data collected will be used for purposes of this research only.

Work Plan

1.Preliminary literature search and writing of the Proposal2 WeeksNov 2015
2.Presentation of the Proposal1 DayNov 2015
3.Action on any Recommended Corrections and re-submission of the Proposal1 WeekNov 2015
4.Data Collection1 MonthDec 2015
5.Data Analysis1 MonthJan 2016
6.Writing of Dissertation2 WeeksFeb 2016
7.Submission of Dissertation1 DayFeb 2016


3.1 Questionnaires Sample

A research survey was conducted to evaluate the relationship between social networking and employee’s performance according to presented model of Impact of Social Networking at Employee Performance. Out of total 70, 50 correctly complete questionnaires were received. These questionnaires were obtained from The Bank of Punjab Pakistan, National Bank of Pakistan and Habib Bank Limited Pakistan. The questionnaires were distributed in employee’s lunch timing.

The survey conducted was over 2 weeks. Questionnaire distribution timing was break between their official timings. In this survey, judgment sampling was taken to distribute questionnaires to employees who represent banking sectors. For survey both type of banks are considered; government owned bank and commercial banks. Personal contacts were used for data collection, explaining motives to respondent of survey and ensuring them that instrument will reach the target.

3.2 Research Instrument

Survey method was adopted to collect primary data for current issue. The questionnaire was structured and containing close ended questions. It was containing six sections: First section deal with socio-demographic profile of respondent. Second section of questionnaire contain question about social networking using habits of bankers. In third section, questions were about skill derived from using social networking. In fourth section, questions were about knowledge getting from social networks. Fifth section questions were about weather productivity increase or decrease with use of social networking. Sixth section questions were about motivation increase or decrease with use of social networking. SPSS 16.0 were employed in order to do analysis of collected primary data for research. Significance of questionnaire was checked. Reliability of the scale was counted. Correlation and Regression analysis were employed for drawing results.


This study shows that social networking become an integral part of everyone’s life and have a strong impact. Social networking affects working situations of employees of banks too. For exploring key issue literature of different authors was studied and thoroughly discussed. Views of different authors and personalities (which as having high designations in well reputed organizations) presented in this article. Correlation and Regression analysis is done for primary collected data.

This paper measure the correlation of social networking with employee’s skills, knowledge, productivity and motivation. Table 1 shows positive correlation between social networking and four factors of employee’s performance (skills, knowledge, productivity and motivation). The correlation was positive and significant at the level of 0.01 to 0.05 between social networking and skills, productivity, knowledge, motivation. For Example, Correlation between social networking and Employee’s skills 0.639 (p=0.000); the correlation between social networking and employee’s knowledge was 0.480 (p=0.000); the correlation between social networking and Employee’s productivity was 0.384 (p=0.006); the correlation between social networking and Employee’ motivation was 0.646 (p=0.000).

………………………………………………………………..regarding the use of this technology on its premises and computers.

If it is decided that an organization-specific Online Social Network is to be adapted, the Organization has to identify, through such an acceptable use policy, clear boundaries and expectations regarding its employees’ use of such a network. An acceptable use policy of this nature has to define specific goals that it aims to achieve through the incorporation of this technology, to ensure that employees have no doubt about the benefit that the Organization wants to achieve through applying this technology.


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