Social media shapes people’s lives to a large extent, including their interactions ion the professional setting. To determine the exact effect that distractions provided by social media produce on employees’ performance in the target organizational setting, a quantitative research ethology will be needed. Specifically, the proposed framework will help prove the hypothesis concerning the presence of an adverse effect of social media on organizational performance and the extent of employees’ engagement (Munene & Nyaribo, 2013). Thus, the proposed methodological approach is a legitimate strategy.
Similarly, the use of ANOVA as the tool for assessing the precise effects of social media as a workplace distraction on employees’ is a suitable choice for the assessment. Allowing one to incorporate several variables into the assessment and analyze the relationships between them, the ANOVA test contributes to a thorough understanding of the connection between social media and the levels of employees’ motivation, as well as their engagement and workplace performance.
An increase in the use of social media in the workplace be staff members is negatively correlated with the extent and efficacy of workplace performance, as well as motivation rates.
Additionally, informed consent must be obtained form all participants to maintain ethical research. Receiving informed consent is critical since all participants must be aware of the goals of research and their contribution to it to allow the information that they will supply to be used for research.
The key variables of the study include performance rates, motivation levels, engagement levels, and participation in social media. The latter will be compared to the former three to determine whether a positive correlation between them exist (Oksa et al., 2021). Thus, in the specified research, motivation, performance, and engagement rates will be seen as dependent variables, whereas the independent variable is represented by the presence fop social media as a possibly distracting factor.
References
Munene, A. G., & Nyaribo, Y. M. (2013). Effect of social media pertication in the workplace on employee productivity. International Journal of Advances in Management and Economics, 2(2), 141-150.
Oksa, R., Kaakinen, M., Savela, N., Ellonen, N., & Oksanen, A. (2021). Professional social media usage: Work engagement perspective. New Media & Society, 23(8), 2303-2326.