The Influence Of Employees’ Cyberloafing Behavior On Their Job Satisfaction And Creative Performance

With the penetration and application of the Internet in all walks of life,more and more employees have become inseparable from computers,Internet and other tools in their office,thus breaking the limitation of time and space,and blurring the boundary between work and entertainment for employees.According to statistics,employees in the use of the Internet office at the same time,will spend two hours on the network,using the Internet during work time and work has nothing to do.But,the network around not only bring damage to tissue,studies have shown that work tasks can let employees to produce the ego depletion of the aftereffect,job burnout and other negative effects will happen then,but the network will stroll to promote employee’s dynamic recovery,that is,network wandering behavior has certain positive role.Contrary to the majority of cyberloafing studies,this paper holds that cyberloafing has certain positive effects.Specifically,the relationship model between cyberloitering behavior and employee job satisfaction and creative performance is constructed by combining the situational event theory and conservation of resources theory.By using wechat and Weibo and other network platforms to issue questionnaires,the analysis of300 sample data of MBA students from all over the country and their employees found :(1)Cyberloafing has a positive impact on employee vitality,job satisfaction and creative performance;(2)Employee vitality plays a partially mediating role in the relationship between cyberloafing behavior and employee job satisfaction and creative performance;(3)Cyberloafingg has a significant chain mediating effect on employees’ job satisfaction and creative performance through influencing employees’ vitality.In general,cyberloafing has certain positive effects on employees.Based on the research results,it is suggested that when faced with employees’ cyberloitering behavior,the management of this behavior may be more conducive to the follow-up work of employees than the control of this behavior.In addition,managers should jump out of cyberloafing itself and start from the causes of the behavior(Such as positive emotional,autonomy of employees,etc.)to solve the dilemma of cyberloafing from the root.