Acta Psychologica 241 (2023) 104084

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Acta Psychologica
journal homepage: www.elsevier.com/locate/actpsy

A moderated mediation investigation of the influence of enterprise social

media visibility on work stress
Qing Yang a, Abdul Hameed Pitafi b, *
a
Jingzhou University, Jingzhou 4340220, China
b
Department of Computer Science & Information Technology, Sir Syed University of Engineering and Technology Karachi, Pakistan

A R T I C L E I N F O A B S T R A C T

Keywords: Drawing upon the communication visibility theory, this study delves into the intricate dynamics of message
Work stress transference and network translucence within the context of enterprise social media (ESM), unraveling their
Resilience profound impact on information overload and social overload experienced by employees. Consequently, we
Network translucence
examine the consequential relationship between these overwhelming cognitive burdens and the levels of work
Message transparency
Social overload
stress experienced by individuals in the organizational setting. Moreover, our study explores the moderating role
Information overload of resilience, shedding light on how this intrinsic psychological trait can shape the connection among infor­
mation overload, social overload, and work stress. Based on empirical analysis of the data collected from 351
ESM users, the findings demonstrate a significant positive association between message transference, network
translucence, and the occurrence of information overload and social overload among employees. Furthermore,
the results reveal a strong positive association among information overload and social overload over work stress.
However, the salient contribution of this study lies in uncovering the pivotal moderating effect of resilience,
revealing that high levels of resilience act as a buffer against the adverse impacts of information overload and
social overload, leading to lower levels of work stress among individuals. By advancing our comprehension of
communication visibility theory, this study adds to the theoretical underpinnings of communication visibility,
resilience, and their interplay in the context of ESM while providing practical insights for employees and or­
ganizations to navigate the challenges posed by information overload, social overload, and work stress. Through
its meticulous examination of these multifaceted phenomena, this study opens avenues for further research and
invites scholars to probe deeper into the complex dynamics of communication visibility and resilience in the
evolving landscape of contemporary organizations.

1. Introduction
Organizations are increasingly adopting enterprise social media
(ESM) platforms to enhance workplace communication, coordination,
and cooperation (Beck et al., 2014; Cao et al., 2021; Chen & Wei, 2019;
Chen, Wei, Davison, et al., 2020). ESM platforms are characterized as
web-based frameworks that empower employees to nurture interper­
sonal relationships (Pang, 2019), and engage in a wide array of
communication activities (Cao et al., 2023). These activites encompass
targeted messaging directed at specific colleagues or broadcasting
messages to the entire organizational cohort (Cao & Ali, 2018). These
platforms also afford users the flexibility to explicitly indicate or
implicitly disclose their preferred communication partners, while
concurrently offering the functionality to post, edit, and categorize
textual content and files, both related to their profiles or associated with
others (Leonardi, 2018). Moreover, the pervasive nature of ESM enables
users to peruse and examine messages, connections, and shared re­
sources contributed by any member of the organization at their discre­
tion and convenience (Ali-Hassan et al., 2015). Prominent instances of
ESM platforms include IBM's Beehive, SAP's Harmony, HP's Water­
cooler, Kaiser-Permanente's Ideabook, Beisen's Tita, Wanqimingdao's
Mingdao, and Kingdee's Yunzhijia (Chen, Wei, Davison, et al., 2020; Le-
Nguyen et al., 2017).
According to research conducted by Leonardi (2014), an important
aspect of ESM is the facilitation of message transference and network
translucence. ESM platforms enable individuals to easily observe the
exchange of messages between others (message transference) and
identify the recipients of those messages (network translucence) (Chen,

* Corresponding author at: Sir Syed University of Engineering and Technology Karachi, Pakistan.
E-mail address: hameedpitafi@hotmail.com (A.H. Pitafi).

https://doi.org/10.1016/j.actpsy.2023.104084
Received 20 June 2023; Received in revised form 1 November 2023; Accepted 11 November 2023
Available online 16 November 2023
0001-6918/© 2023 The Authors. Published by Elsevier B.V. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-
nc-nd/4.0/).
Q. Yang and A.H. Pitafi
Wei, Rice, et al., 2020; Strinati et al., 2019). Previous research in the
area of ESM has predominantly concentrated on the positive implica­
tions of message transference and network translucence. Scholars have
suggested that increased visibility of communication within organiza­
tions, made possible by ESM, promotes knowledge sharing by allowing
employees to discern their colleagues' areas of expertise and professional
networks (McCarty et al., 2007; Pitafi et al., 2020; Yang et al., 2021).
The improved knowledge sharing resulting from the enhanced visibility
afforded by ESM platforms can empower workers to effectually combine
current ideas and foster creativity, thereby contributing to the genera­
tion of new and innovative concepts (Leonardi, 2014).
Nevertheless, there is a growing body of research challenging the
concept that communication visibility exclusively brings about positive
outcomes and suggests the existence of a “dark side” (Gibbs et al., 2013).
Specifically, the visibility associated with information and social over­
load may unintentionally lead to jeopardies that negatively impact
employee engagement. For instance, excessive visibility can lead em­
ployees to face an overload of information to process in a given time or
social overload due to excessive social interactions and demands (Pitafi
et al., 2020; Yang et al., 2021). If a person is constantly bombarded with
excessive messages or information that they need to process and respond
to, it can lead to an increased workload, and ultimately stifling work
stress. These contrasting research perspectives shed light on the dia­
lectical tension among the positive and negative facets of ESM-based
communication visibility, particularly concerning the dark side man­
ifested in information and social overload (Pang, Ruan, 2023b).
Due to the influence of individual differences in evaluating
communication visibility, the outcomes associated with communication
visibility can vary in positivity or negativity (Gibbs et al., 2013).
Consequently, a more explicit inquiry emerges: Who benefits from
communication visibility, and who suffers from its consequences, and
what are the underlying reasons? Arazy and Gellatly (2012) have called
for future research to delve into the connections among the openness of
ESM platforms and the overload of information, which subsequently
leads to work-related stress. Accessing ESM platforms provides us with
an abundance of information. However, the ease of internet access does
not always align with our ability to process this information efficiently,
resulting in a phenomenon known as information overload (Pang, Ruan,
2023a). Information overload happens when the size of acquired in­
formation surpasses our capacity for processing it effectively (Bao et al.,
2020; Eliyana et al., 2020). This surplus of information can overwhelm
individuals with irrelevant or unwanted data, impeding their ability to
concentrate and leading to heightened levels of work-related stress (Ali-
Hassan et al., 2015).
The current study aims to fill the aforementioned research gaps by
examining several key areas. Firstly, it examines the impact of
communication visibility, encompassing both message transference and
network translucence, on an individual's cognitive ability to handle in­
formation and social overload. Secondly, it explores the role of a per­
sonal trait, namely resilience, as a moderator in the relationship between
communication visibility and an individual's capacity to manage these
cognitive loads. Lastly, it delves into the consequences of social and
information overload on work-related stress.
2. Literature review
2.1. Communication visibility theory
Employee conversations have typically been kept private and away
from the prying eyes of those who are not directly involved in the
conversation (Leonardi, 2015). However, the advent of ESM has ushered
in a new era, facilitating a heightened sense of employee cognizance
regarding their coworkers' activities, encompassing both the substance
of their messages and the intricate webs of connections they forge
(Leonardi, 2014; Treem & Leonardi, 2013). ESM platforms enable this
newfound cognizance by granting visibility into the routine
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Acta Psychologica 241 (2023) 104084
conversation patterns between employees, even extending to third
parties who may not be actively involved in such exchanges (Ali et al.,
2019; Leonardi & Meyer, 2015). An illustrative example of communi­
cation visibility within ESM is evident in the interactive exchanges be­
tween two employees (Ali & Khan, 2023), which are frequently
displayed on the newsfeed or wall of a third party who maintains an
online connection with either one or both of these employees (Jarrahi &
Sawyer, 2013). Through ESM, employees can articulate their social
networks, as well as tag images and documents generated by their col­
leagues, thereby amplifying the visibility of communication content and
connections to other members of the organization (Yang et al., 2021).
Besides all this, information and social overload have emerged as a
pressing concerns due to the emergence of ESM and communication
visibility. The ability of ESM to provide real-time updates on the activ­
ities of employees and their social networks increases the potential for
information overload (Leonardi & Meyer, 2015). Information overload
can occur when the amount of information obtained exceeds an in­
dividual's capacity to process and integrate it (Eppler & Mengis, 2004).
Furthermore, social overload, which refers to the perceived pressure and
emotional exhaustion arising from excessive social interaction (Zinke
et al., 2023), may result from the constant communication and inter­
action facilitated by ESM (Dabbagh & Kitsantas, 2012). This overload
may lead to negative results such as decreased work performance (Jar­
rahi & Sawyer, 2013) and increased work stress (Baumeister & Leary,
1995).
Within the realm of communication visibility, message transference
and network translucence emerge as pivotal dimensions that signifi­
cantly contribute to the effectiveness and functionality of ESM platforms
(Leonardi, 2014). The notion of message transference, as articulated by
Leonardi (2015), encapsulates the seamless transfer and conspicuous
visibility of messages exchanged among employees within the ESM
environment. This heightened level of translucence not only facilitates
the direct access and comprehension of the message content but also
engenders an atmosphere conducive to enhanced communication and
collaboration among individuals (Leonardi, 2014). Furthermore, the
dissemination of routine communication, encompassing project updates
and work-related facts, proves advantageous not solely for the imme­
diate participants but also extends its benefits to peripheral stake­
holders, who can glean valuable insights from these exchanges
(Leonardi, 2015). Concurrently, network translucence assumes a crucial
role as another fundamental dimension, empowering employees to
render their communication networks visible and accessible to others
operating within the ESM context. By exposing these intricate networks,
individuals gain a profound comprehension of the multifaceted con­
nections, interactions, and intricate patterns of knowledge diffusion that
underlie the fabric of coworker relationships (Leonardi, 2014). How­
ever, it is essential to acknowledge that network translucence, although
enabling a certain degree of visibility, only affords a partial glimpse into
the strength and nature of the ties that bind individuals, leaving the finer
nuances of these connections shrouded in ambiguity (Leonardi, 2015).
2.2. Information and social overload
The prevalence of communication visibility in the digital era has
brought about the challenges of information overload and social over­
load (Pang et al., 2023). Information overload denotes the over­
whelming volume of information individuals encounter, exceeding their
cognitive processing capacity (Gross & Acquisti, 2005; Kross et al.,
2013). The frequent exposure to a broad network of social connections
and their activities, on the other hand, causes social overload, which
makes it harder to manage and uphold meaningful relationships (Gross
& Acquisti, 2005; Misra et al., 2020). These phenomena demand infor­
mation filtering and prioritisation techniques, the ability to pay atten­
tion selectively, and the creation of social interaction boundaries
(Benselin & Ragsdell, 2016). Individuals can traverse the digital envi­
ronment more successfully, improving their well-being and cognitive
Q. Yang and A.H. Pitafi
abilities, by comprehending and resolving the effects of communication
visibility on information and social overload (Chen et al., 2018).
The benefits of communication visibility have been demonstrated by
research, however organizations must be aware of the implications of
information overload that may result from excessive visibility (Eppler &
Mengis, 2004). Communication visibility, which includes message
transference and network translucence, can cause information overload
by saturating people with more visible information than they can
effectively handle. Employees now have better access to communica­
tions and relationships among coworkers thanks to the enhanced
exposure of communication material and networks (Leonardi, 2014).
Although designed to facilitate knowledge sharing and cooperation, this
increased accessibility could unintentionally result in an excessive
amount of information. According to research, people who are exposed
to a lot of visible messages may develop cognitive overload, which is
marked by difficulty organizing, filtering, and prioritizing the informa­
tion they are receiving (Eppler & Mengis, 2004). As a result, there are so
many visible communications, people could find it difficult to sort
through and extract the information that is pertinent to their jobs from
the deluge of messages (Treem & Leonardi, 2013). Furthermore, the
tendency toward information overload may be exacerbated by the
pressure to stay informed and interact with coworkers in the visible
communication network (Chen & Wei, 2019). Resultantly, people might
do tasks less effectively, make decisions that are more complicated, and
feel more stressed (Eppler & Mengis, 2004; Leonardi, 2014).
The overwhelming demands and difficulties people have managing
their social contacts and relationships in the digital age are referred to as
social overload. It results from greater social interaction and exposure to
a wide range of social contacts and associated activities, leaving one
feeling overloaded and emotionally exhausted (Gross & Acquisti, 2005;
Sun et al., 2020). Communication visibility is a key factor in the
development of social overload. As a result of the development of social
media and online platforms, people are constantly exposed to a broad
network of social connections where details about the lives, beliefs, and
actions of others are easily accessible (Kross et al., 2013). This increased
accessibility and exposure to other people's social contacts puts pressure
on us to keep up with them and participate in their conversations, which
can be emotionally and cognitively taxing (Gross & Acquisti, 2005;
Islam et al., 2021). Moreover, the issues of social overload are further
exacerbated by the blurred lines between personal and professional
domains in digital communication, as people struggle to handle various
social roles and expectations (van Zoonen & Sivunen, 2023). As a result,
while communication visibility promotes connection and information
exchange, it also increases the challenges and demands of social in­
teractions, ultimately resulting in social overload.
2.3. Resilience
Resilience is a multifaceted concept that describes a person's capacity
to adjust, recover, and flourish in the face of adversity and difficult
situations (Luthans et al., 2007; Masten, 2001). It includes psychologi­
cal, emotional, and cognitive abilities that enable individuals to suc­
cessfully manage pressures, bounce back from setbacks, and uphold
positive functioning. (Fletcher & Sarkar, 2013; Windle et al., 2011).
Resilience has received a lot of attention in psychological research and is
now understood to be essential for fostering personal achievement in a
variety of contexts, including the workplace (Tugade & Fredrickson,
2004). Resilience is crucial for reducing the negative effects of stressors
in the workplace and promoting adaptive responses. People who are
resilient are better able to handle problems at work, maintain high levels
of job satisfaction, and display good psychological states including
optimism, self-efficacy, and perseverance (Jackson et al., 2007; Luthans
et al., 2006). They are more likely to deal with heavy workloads, suc­
cessfully navigate organizational changes, and maintain a sense of bal­
ance between work and personal life (Ong et al., 2006).
Resilience is becoming more widely recognised in the context of IS
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Acta Psychologica 241 (2023) 104084
research as an important lens for comprehending and addressing the
difficulties brought on by the contemporary technology environment. In
the digital age, people face new expectations and anxieties due to the
rapid improvements in technology and the complexity of employment
(Ninaus et al., 2015). Resilience-oriented research in IS can provide
insights into how individuals and organizations can adapt, cope, and
thrive in the face of digital disruptions and information overload (Barley
et al., 2011; Smith & Carayon, 1995). Additionally, studying resilience
in the IS domain can shed light on the dynamics that affect technology
adoption, usage, and acceptance, contributing to the design and
implementation of user-centered and resilient technological solutions
(Dhar & Dhar, 2010).
2.4. Research framework and hypothesis development
In light of the preceding discussions, our study proposes a research
model depicted in Fig. 1. Communication visibility plays a crucial role in
facilitating employees' access to expert knowledge and fostering social
connections among colleagues, thus promoting knowledge sharing
within the organization (Ellison et al., 2015). However, it is noteworthy
that communication visibility can also have unintended consequences
such as information and social overload, resulting from the inundation
of information and data experienced by employees utilizing ESM plat­
forms (Ellison et al., 2015; Leonardi, 2015). Therefore, guided by the
communication visibility theory, our study aims to inspect the effects of
message transference and network translucence on information over­
load and social overload, separately. Furthermore, we posit that infor­
mation overload and social overload, as consequences of
communication visibility, have a significant impact on work stress
experienced by employees (Misra et al., 2020). Recognizing the signif­
icance of resilience, we contend that it acts as a crucial moderating
factor in the associations among information overload, social overload,
and work stress. Specifically, we argue that the connection among in­
formation overload, social overload, and work stress will be stronger
when employees exhibit lower levels of resilience, while the relationship
will be weaker for those with higher levels of resilience. Fig. 1 indicates
the research model of the study.
2.5. Relationship of message transference with social and information
overload
Within the research framework of our study, we investigate the
relationship between message transference and information overload as
a crucial aspect of communication dynamics. Message transference,
which involves the transmission of information from one individual to
another, holds significance in shaping the information landscape within
organizations. Understanding how message transference influences in­
formation overload is essential for comprehending the challenges in­
dividuals face in managing the overwhelming volume of information
encountered in today's information-rich environments. Drawing upon
prior research (Benselin & Ragsdell, 2016; Chen et al., 2018; Eppler &
Mengis, 2004; Sun et al., 2020), we posit that increased message
transference can potentially contribute to information overload. As in­
dividuals receive a greater influx of messages through ESM and various
other communication channels, their cognitive capacity to effectively
process and assimilate the information may be exceeded. This overload
of information has been linked to diminished information quality,
reduced attention, and difficulties in retrieval and decision-making
(Bawden et al., 1999; Jones et al., 2004). Thus, investigating the rela­
tionship between message transference and information overload can
shed light on the challenges individuals encounter in managing the
influx of information. Hence we suggest that:
H1a. Message transference is positively related to information
overload.
It is also important to acknowledge that the increased volume and
Q. Yang and A.H. Pitafi Acta Psychologica 241 (2023) 104084

Fig. 1. Conceptual Model.

frequency of message transference facilitated by ESM can lead to social effectively manage their social interactions, maintain relationships, and
overload. Prior research has shown that heightened message trans­ navigate their work responsibilities (Ellison et al., 2015; Treem & Leo­
ference can contribute to social overload by inundating individuals with nardi, 2013). Hence we suggest that:
a constant stream of messages and social interactions (Ellison et al.,
H2b. Network translucence is positively related with social overload.
2015; Gibbs et al., 2013). As individuals receive a large volume of
messages, notifications, and updates, they may experience difficulties in
2.7. Relationship of information and social overload with work stress
processing and managing this influx of information (Bozhuk et al.,
2019). Furthermore, the affordances of ESM and other communication
Information overload may have a positive relationship with work
technologies play a crucial role in amplifying the impact of message
stress (Amayah, 2015), as the excessive volume of information can
transference on social overload. Features embedded within these tech­
create cognitive and emotional strain on individuals in the workplace
nologies, such as real-time messaging, constant availability, and the
(Eppler & Mengis, 2004; Stanley & Clipsham, 1997). The overwhelming
ability to connect with a wide network of individuals, contribute to the
amount of information, such as emails, reports, and data, can lead to
continuous and rapid flow of messages and interactions. The constant
difficulties in processing, organizing, and prioritizing tasks, resulting in
connectivity and information flow can overwhelm individuals, leaving
heightened work demands and decreased work efficiency (Klausegger &
them struggling to keep up with the demands placed on their social
Sinkovics, 2007; Phillips-Wren & Adya, 2020). Moreover, information
resources (Muhamad & Merle, 2021).
overload can contribute to increased time pressure, decision-making
H1b. Message transference is positively related with social overload. complexity, and ambiguity, which can generate feelings of over­
whelm, anxiety, and burnout (Amayah, 2015; Eppler & Mengis, 2004).
Consequently, the presence of information overload in the work envi­
2.6. Relationship of network transference with social and information
ronment can significantly impact individuals' well-being and contribute
overload
to elevated levels of work stress. Hence we hypothesis as:

Network translucence has a complex relationship with information H3a. Information overload is positively related to work stress.
overload, as it can both facilitate (Rozaidi et al., 2016) and contribute
The affiliation between social overload and work stress is charac­
(Muhamad & Merle, 2021) to the overwhelming amount of information
terized by the influence of unnecessary social interactions on an in­
in a work environment (Leonardi & Meyer, 2015). In a work setting,
dividual's well-being (Habibie et al., 2020) and job-related strain (Johari
network translucence allows individuals to observe and comprehend
et al., 2019). Social overload can lead to work stress as it involves an
communication networks and relationships, providing valuable insights
overwhelming volume of social demands, interruptions, and distractions
into information flow and connections. However, the extensive visibility
that hinder productivity and increase psychological strain (Amayah,
enabled by network translucence can result in information overload,
2015; Gibbs et al., 2013). It can result in role ambiguity, decreased job
where individuals are inundated with an excess of information that
satisfaction, and a sense of being overwhelmed by interpersonal de­
surpasses their cognitive processing capacity (Wasko & Faraj, 2005).
mands, ultimately contributing to work-related stress and its negative
Therefore we hypthesis as follows:
consequences (Ellison et al., 2015; Misra et al., 2020). Hence we suggest
H2a. Network translucence is positively related with information hypothesis as follows:
overload.
H3b. Social overload is positively related to work stress.
Network translucence can also be related to social overload. The
increased access to information about colleagues' activities and con­ 2.8. Moderation effect of resilience
nections through network translucence can lead to an abundance of
social cues, notifications, and demands, which can exceed an in­ Resilience, as a multidimensional construct encompassing cognitive,
dividual's cognitive and social processing capacities (Jarrahi & Sawyer, emotional, and behavioral dimensions, has been shown to act as a
2013; Leonardi & Meyer, 2015). This inundation of social information protective mechanism in attenuating the negative consequences of in­
can create a sense of social overload, hindering individuals' ability to formation overload on individuals' well-being and stress levels (Bauer

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Q. Yang and A.H. Pitafi Acta Psychologica 241 (2023) 104084

et al., 2014; Xanthopoulou et al., 2007). High levels of resilience enable of the school of management and managers of different companies.
individuals to effectively adapt to and cope with the overwhelming Based on their feedback some scale of some constructs is modified. The
influx of information, enhancing their ability to regulate emotions, entire survey included three different sections. Section 1 included the
problem-solve, and maintain a sense of control amidst demanding work cover letter and objective of the study. Section 2 includes some basic
environments (Masten, 2001). Empirical evidence suggests that resilient concepts of construct and demographic information of participants.
individuals exhibit lower levels of work stress, even in the face of in­ Final section comprises the scale of all constructs used in this study. In
formation overload, as their inherent psychological resources facilitate a addition, the authors have contacted the human resource department to
more positive appraisal of challenging situations and enhance their ca­ locate the specific respondents. All the respondents were contacted by
pacity to manage stressors (Hobfoll et al., 2018; Luthans et al., 2006). human resource department of the organization, who informed the re­
Resilience serves as a protective buffer, helping individuals maintain spondents that the data was only used for academic research purposes
their psychological well-being and adaptability in the face of informa­ and kept confidential. The collaborative attitude of human resource staff
tion overload-induced stressors (Ali, Wang, Gong, et al., 2023; Hobfoll especially managers has increased our response rate. HR managers
et al., 2018). By fostering a resilient mindset and equipping individuals helped us to identify eligible respondents. Furthermore, previous
with effective coping strategies, resilience promotes a more favorable research also recommended the pilot study before conducting large-
stress response and aids in the preservation of overall well-being in high- scale data. Following the guidance from previous studies, authors
demand work environments (Luthans et al., 2007). Keeping in above have conducted a pilot study on 57 respondents and result was found
evidence we hypothesis as: that CA and CR of all the constructs were higher than the suggested
value of 0.70. The findings of the pilot study revealed that all the
H4a. Resilience moderates the positive relationship between Infor­
measurement scales of all the items are suitable. These 57 participants
mation overload and work stress.
were removed from the final data set.
The moderation influence of resilience in the association between We distributed the 500 hundred questionnaires to the target
social overload and work stress highlights the intricate role of an in­ respondent through human resource department, during the period of
dividual's resilience in cushioning the adverse effect of social overload November 2022 to January 2022. Within the period of three months,
on their experience of work-related stress (Fletcher & Sarkar, 2013; authors received the 400 (response rate = 80 %) filled questionnaire.
Tugade & Fredrickson, 2004). High levels of resilience empower in­ After, finalizing the questionnaire 49 questionnaires were removed from
dividuals to effectively navigate complex social interactions, maintain the final data set, because filled improperly or some missing informa­
positive affect, and manage the emotional demands inherent in socially tion. As a result, 351 samples were used for final data analysis. Table 1
overwhelming work environments (Luthans et al., 2006). Research indicates the demographic information of all the samples. Demographic
suggests that individuals with higher levels of resilience demonstrate information shows that (55.60 %) were male and (44.40.0 %) were fe­
lower levels of work stress even in the presence of social overload, as male respondents. Additionally, Table 1 indicated that most of the re­
their resilient qualities enable them to effectively handle interpersonal spondents were well-educated.
challenges and maintain a sense of personal control (Hobfoll et al., 2018;
Ong et al., 2006). By fostering psychological resources and enhancing 3.2. Research instruments
individuals' ability to regulate emotions, cope with social pressures, and
maintain positive relationships, resilience contributes to a more favor­ To achieve the objective of this study we have used several research
able stress response and helps to preserve overall well-being in socially instruments, all the scales and items of this study were adopted from
demanding work contexts (Fletcher & Sarkar, 2013; Hobfoll et al., previous studies. As all the participants of this study are Chinese, authors
2018). Hence we hypothesise: have used back translation approach to translate the English version of
H4b. Resilience moderates the positive relationship between social items into Chinese language (Van de Vijver et al., 1997). For this pur­
overload and work stress. pose, we invited three Chinese professionals who are also fluent in En­
glish language to translate the English language version of the
3. Research methods questionnaire into Chinese language. After this, authors also invited
another three Chinese professionals to translate Chinese version of
3.1. Data collection method questionnaire into English language, this process was repeated several
times till the matching of both questionnaires. We used a five-point
This research study adopted the theory of communication visibility Likert scale to measure each item ranging from 1 (strongly disagree)
to analyze the mechanism of impact of visibility feature of ESM on work to 5 (strongly agree). The detail of all the constructs is as under.
stress through communication, and social overload. The survey
approach was used to collect data from Chinese employees working in 3.2.1. Work stress
different companies. We have adopted a survey approach for several The instrument of work stress was measured using the items of
reasons. Firstly, previous scholars have recommended survey method of
data collection as an appropriate method for social science (Newsted Table 1
et al., 1998; Zhang et al., 2014). Survey approaches are mostly preferred Demographics.
due to accommodating a large number of respondents in a short time. Variables N Percentage Variables N Percentage
Secondly, this study analyzes how social media visibility affordance Gender Qualification
enhances individual work stress and is more appropriate to use the Male 195 55.60 Under-graduate 110 31.30
survey method of data collection (Chen et al., 2019). Thirdly, although Female 156 44.40 Graduate 152 40.30
there have been earlier discussions of the use of social media and Age Masters or 89 25.40
Above
employee performance, the research conclusions have been inconsis­
Between 21 and 111 31.60 Experience
tent, and most research subjects have been from Western developed 30
countries. Little research has explored how social media use affects Between 31 and 106 30.20 Less than- 1 72 20.50
employee performance in developing countries, such as in the China 40 year
Between 41 and 86 24.50 2–3 years 64 18.20
(Islam et al., 2020; Pang, 2022). The communication visibility theory is
50
more suitable for solving such exploratory problems. Before, collecting >50 year old 48 13.70 4–5 years 87 24.80
data authors discussed the purpose of the study and scale with Professors >5 years 128 36.50

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Q. Yang and A.H. Pitafi Acta Psychologica 241 (2023) 104084

McCarty et al. (2007). Sample item of this scale is “When communi­ Table 2
cating with my coworkers through social media during work time, I am Results of measurement analysis.
moody, irritable, or impatient over small problems”. Constructs Items Loadings Cronbach Composite AVE
α Reliability
3.2.2. Information overload Work stress 8 0.666–0.826 0.877 0.900 0.520
The instrument of information overload was measured using the Resilience 7 0.721–0.919 0.918 0.920 0.660
items of Chen et al. (2018). Sample item of this scale is “I find that I am Network
overwhelmed by the amount of information I have to process daily on Translucence 4 0.717–0.812 0.816 0.860 0.600
Message
enterprise social media”. Transparency 4 0.689–0.741 0.851 0.860 0.550
Social overload 4 0.676–0.777 0.780 0.810 0.520
3.2.3. Social overload Information
The instrument of social overload was measured using the items of overload 6 0.613–0.853 0.845 0.870 0.530
Chen et al. (2018). Sample item of this scale is “I am too often caring for
my coworkers on enterprise social media”.
0.918), CR ranged from (0.810 to 0.920), and AVE ranged from (0.520
3.2.4. Message transference to 0.660). Further, Table 2 also reflected that the loading of each item is
The instrument of message translucence was measured using the higher than the suggested value of 0.60 (Fornell & Larcker, 1981). In
items of Leonardi (2015). Sample item of this scale is “Enterprise social sum, Table 2 results recommended that the research model of this study
media enables me to notice the titles of documents other coworkers post has an acceptable level of content validity and convergent validity.
in enterprise social media”. In order to analyze the discriminant validity of the research model,
authors applied several approaches. Firstly, we compared the squared
3.2.5. Network translucence root of AVE with inter co-relation values of each construct. The findings
The instrument of network translucence was measured using the of Table 3 indicate that all the constructs have inter-co-relations values
items of Leonardi (2015). Sample item of this scale is “Enterprise social less than the square root of AVE (Fornell & Larcker, 1981). Second, for
media enables me to read others' communications on enterprise social discriminant validity, the we used the approach recommended by Pod­
media so as to identify the names of coworkers they might know”. sakoff et al. (2012). According to this technique co-relation of all the
constructs is less than the required value of 0.70 (Podsakoff et al., 2012).
3.2.6. Resilience Therefore, all the findings of (Tables 2, 3) revealed that the research
The instrument of resilience was measured using the items of Smith model has an appropriate level of convergent validity, reliability, and
et al. (2008). This measure is validated by Wu et al. (2021). A sample discriminant validity.
item of this scale is “I can perform my job efficiently in difficult or Furthermore, to ensure that there is no severe problem of multi­
stressful situations”. collinearity, we analyzed the variance inflation factor (VIF) and toler­
ance values of the research model. The present study results indicate
4. Results and analysis that VIF values range from 1.288 to 2.363, and tolerance values are
larger than 0.10, indicating that there is no concern for multicollinearity
4.1. Non-response bias/common method bias in this study (Cohen et al., 2013). In addition, Table 4 indicated the
model fit values of the measurement model of the study. Results indi­
Following the approach of Armstrong and Overton (1977), we cated that measurement model values (CFI = 0.899, TLI = 0.884,
analyzed the non-response bias on the first hundred and last hundred REMSA = 0.060, CMIN/DF = 980.299/431 = 2.274), are in the specified
samples to investigate the validity of the study. The non-response biases range (Hair et al., 2019).
were analyzed through paired sample t-test. The difference between first
and last responses was found insignificant. For common method bias, we
applied several approaches in this study (Podsakoff et al., 2012). Firstly, 4.3. Hypothesis testing
we used the Herman single factor test on all the constructs, as suggested
by Podsakoff et al. (2012). Findings indicated that in total five factors A maximum likelihood method was applied to AMOS 21.0 software,
were generated with an elighten value >1, with accountant of 75 %. The and a structural equation method (SEM) was used(Hair Jr et al., 2016).
first factor only shows 30 %, which is <50 %. In addition, variance The results of structural model fit values are (CFI = 0.867, TLI = 0.853,
inflation factor (VIF) test was used to analyze the possible issue of RMSEA = 0.055, CMIN/DF = 1756.082/442 = 3.973) in specified range
common method bias. Findings indicate that VIF values were less than as shown in Table 4. Additionally, Table 5 indicated the results of path
the minimum value of 3.3 (Kock, 2015), showing that CMB is not a analysis of all the suggested hypotheses. The results indicated that
serious issue in this study. As a result, all the results reflected that the message transference is significantly related to information overload
CMB is not a serious concern for this study. with (B = 0.324, t = 6.413, p < 0.001), and social overload (B = 0.119, t
= 2.187, p < 0.05), supporting hypotheses 1a and 1b. Network Trans­
lucence is also positively related to information overload with (B =
4.2. Validity and reliability
0.354, t = 7.314, p < 0.001), and social overload (B = 0.315, t = 6.026),
supporting hypotheses 2a and 2b. In addition, the results of Table 5 also
Before hypothesis testing, we conducted the several statistical tests
indicate that information (B = 0.254, t = 6.603, p < 0.001) and social
to ensure the content validity of survey items. To test the appropriate­
overload (B = 0.169, t = 4.335, p < 0.01) also positively related to work
ness of construct linkages, we examined the study model content val­
stress, thereby supporting h3a and h3b.
idity, convergent validity, and discriminant validity. Scholars have
recommended that a reliability test can be computed by Cronbach's
alpha, composite reliability (CR), and average variance extracted (AVE); 4.4. Moderation analysis
and a validity test can be analyzed by convergent validity and
discriminant validity (Bagozzi et al., 1991; Fornell & Larcker, 1981). As Furthermore, we also hypothesized that resilience moderated the
a result, the study model is regarded as valid when Cronbach's alpha significant link between information overload, social overload, and
(CA) is >0.7, CR is >0.7, AVE is >0.5, and factor loading is >0.60. The work stress. Results of Table 5 indicate that resilience moderates the
findings of Table 2 indicate that the values of CA ranged from (0.780 to relationship between information overload (B = − 0.251, t = − 7.741, p

6
Q. Yang and A.H. Pitafi Acta Psychologica 241 (2023) 104084

Table 3
Correlation matrix and Mean, Standard Division.
Construct Mean SD 1 2 3 4 5 6 7 8 9 10

1. Work stress 3.999 0.579 0.721

2. Resilience 2.492 0.994 − 0.315** 0.812
3. Network Translucence 2.658 0.921 0.005 − 0.254** 0.774
4. Message Transparency 3.828 0.762 0.503** − 0.125* 0.093 0.741
5. Social overload 3.481 0.845 0.282** − 0.676** 0.314** 0.138** 0.721
6- Information overload 3.439 0.801 0.335** − 0.477** 0.372** 0.333** 0.436** 0.728
7- Experience NA NA − 0.009 0.147** − 0.090 0.010 − 0.080 − 0.184** NA
8- Education NA NA − 0.060 0.004 0.118** 0.095 0.034 0.092 − 0.489** NA
9- Age NA NA − 0.007 0.104 − 0.161** − 0.074 − 0.079 − 0.176** 0.617** − 0.354** NA
10- Gender NA NA − 0.116* − 0.158** 0.026 − 0.075 0.120* 0.140** − 0.083 − 0.111** − 0.090 NA

Diagonal elements indicates the square root of AVE.

*
p < 0.05.
**
p < 0.01.

Table 4
Comparison measurement model and structural model.
Absolute fit measures Incremental fit measures Parsimonious fit measures
2
Model X /DF SRMR RMSEA NFI PNFI CFI IFI TLI

MM 2.274 0.055 0.060 0.835 0.854 0.899 0.900 0.884

SEM 3.972 0.081 0.058 0.821 0.829 0.867 0.845 0.853

MM = measurement model, SEM = Structural Equation model.

SRMR = Standardized Root Mean Square.
RMSEA = Root Mean Square Error of Approximation.
NFI = Normed Fit Index.
PNFI = Parsimony normed fit index.
CFI = Comparative Fit Index.
IFI = Incremental Fit Index.
TLI = Tucker-Lewis Index.

et al., 1991). Figs. 1 and 2 indicated that resilience significantly mod­

Table 5
erates the relationship between information overload, social overload,
Hypothesis testing.
and work stress (Fig. 3).
Relationship Beta S.E t-value Result

Message Transparency to 0.324*** 0.051 6.413 Supported 5. Discussion and implications

Information Overload
Message Transparency to Social 0.119* 0.055 2.184 =======
5.1. Discussion
Overload
Network Translucence to 0.354*** 0.048 7.314 =======
Information Overload The results of our study indicate that higher levels of message
Network Translucence to Social 0.315*** 0.052 6.026 ======= transference are associated with increased information overload, where
Overload individuals are overwhelmed with excessive information received
Information Overload to Work 0.254*** 0.038 6.603 =======
Stress
Social Overload to Work Stress 0.169*** 0.039 4.335 =======
Resilience to Work Stress − 0.187*** 0.043 − 4.365 ======= 5
Resilience * Information − 0.251** 0.032 − 7.741 =======
Overload to Work Stress
4.5
Resilience * Social Overload to − 0.095* 0.044 − 2.176 In-
Work Stress Significant
Experience to Work Stress 0.039 0.033 1.195 In- 4
Work Stress

significant
Education to Work Stress − 0.078 0.033 − 2.403 In- 3.5
significant
Age to Work Stress − 0.035 0.033 − 1.070 In- 3
Significant
Gender to Work Stress − 0.114 0.330 − 3.493 In-
significant
2.5
*
p < 0.05. 2
** Low Resilience
p < 0.01.
***
p < 0.001. 1.5 High Resilience
< 0.001), social overload (B = − 0.095, t = − 2.17, p < 0.05), and work 1
stress as the interaction terms are significant, thereby supporting h3a Low Information High Information
and h3b. Overload Overload
In order to further explore the moderating role of resilience, we
applied the graphical approach by following the previous studies (Aiken Fig. 2. Moderating effect of Resilience in the relationship between information
overload and Work Stress.

7
Q. Yang and A.H. Pitafi
5 exploring the paradoxical effects of social media use in organizational
4.5
4 standing of its impact. Consequently, the findings contribute to a more
Work Stress
3.5
3 Secondly, this finding aligns with the cognitive information pro­
2.5
2 Low Resilience
High Resilience
1.5
1 is highlighted by the positive correlation between social overload and
Low Social Overload High Social Overload
Fig. 3. Moderating effect of Resilience in the relationship between Social
Overload and Work Stress.
through ESM and other communication channels. Due to this overload,
they are unable to effectively absorb and manage the information, which
has detrimental effects (Eppler & Mengis, 2004; Leonardi, 2015).
Similarly, higher levels of message transference contribute to social
overload, where individuals experience an overwhelming volume of
social interactions and connections, potentially resulting in increased
stress and reduced well-being (Jarrahi & Sawyer, 2013; Treem & Leo­
nardi, 2013).
Additionally, the study found that increased network translucence is
associated with information overload since it gives employees access to
their peers' communication networks and connections, which could lead
to an information overload (Pitafi et al., 2020). Simultaneously,
increased network translucence leads to social overload, as employees
are exposed to a wider range of social interactions, demands, and
pressures, which can create stress and hinder their ability to effectively
manage social relationships (Leonardi, 2014). Furthermore, the study
found that both information overload and social overload are positively
associated with work stress, highlighting the detrimental impact of these
overload experiences on employees' psychological well-being and job
performance in line with the findings of previous studies (Avey et al.,
2010; Habibie et al., 2020; Masten, 2001). The overwhelming amount of
information or excessive social interactions and demands can lead to
increased stress levels, decreased job satisfaction, and impaired work
performance.
Finally, as expected the study demonstrated that resilience plays a
vital moderating role in the relationships between information overload
and work stress, as well as social overload and work stress. Individuals
with higher levels of resilience are better equipped to cope with the
negative effects of information overload and social overload, exhibiting
greater adaptability, problem-solving skills, and emotional well-being
(Luthans et al., 2006; Tugade & Fredrickson, 2004). Resilience acts as
a protective factor, buffering the impact of overload on work stress and
facilitating more positive outcomes in the face of challenging work
environments.
5.2. Theoretical implications
Firstly, The present study contributes to the existing literature by
offering valuable insights into the complex dynamics of communication
visibility. While previous research has predominantly emphasized the
positive aspects of communication visibility (Leonardi, 2014; Leonardi
& Meyer, 2015), scholars have increasingly argued for a more compre­
hensive examination of its potential negative implications (Gibbs et al.,
2013; Leonardi, 2015). This aligns with the broader scholarly trend of
8
Acta Psychologica 241 (2023) 104084
contexts (Islam et al., 2021). By considering the negative dimensions of
communication visibility, the present study bridges the gap between the
two divergent research streams and provides a more nuanced under­
holistic perspective on how communication visibility can influence
employees' work stress, challenging the simplistic dichotomy often
portrayed in previous literature.
cessing perspective (Eppler & Mengis, 2004), which posits that in­
dividuals have limited cognitive resources to process and make sense of
the vast amounts of information they encounter. The correlation be­
tween information overload and work stress is positive, which empha­
sises the significance of taking employees' cognitive abilities into
account while developing research models for forthcoming field studies.
Moreover, the value of social contacts and connections in the workplace
professional stress. When people feel an excessive need for social con­
tacts, connections, and network upkeep, social overload can result
(Treem & Leonardi, 2013). This research underlines the necessity for
businesses to provide a friendly workplace climate that promotes
cooperation while also offering workers safeguards against becoming
overburdened with social obligations. Additionally, the positive corre­
lation between social and information overload and work stress raises
the possibility that these phenomena are linked and can reinforce one
another. Since the constant flow of information can create pressure to
participate in and respond to social interactions, workers who suffer
information overload may also be more prone to social overload. Un­
derstanding how information and social overload interact helps us see
the intricacies of communication visibility and its effects on employee
well-being from a more nuanced viewpoint.
Thirdly, finding the moderating role of resilience between informa­
tion overload and work stress, as well as between social overload and
work stress, has important theoretical ramifications for understanding
the complex interactions between personality traits, information pro­
cessing, and psychological health. This result is consistent with the
expanding body of studies emphasizing the critical role of resilience in
reducing the detrimental effects of occupational stressors (Lengnick-Hall
et al., 2011; Misra et al., 2020; Tugade & Fredrickson, 2004). Given that
information overload and work stress are both mediated by resilience, it
follows that people with higher levels of resilience have the cognitive
and emotional tools necessary to deal with the overwhelmingly large
amount of information they are exposed to (Fletcher & Sarkar, 2013).
Moreover, the necessity of personal resilience in coping with the stresses
brought on by excessive social interactions and network demands is
further highlighted by the discovery that resilience acts as a moderator
between social overload and occupational stress. People with higher
degrees of resilience are better at setting boundaries, prioritizing, and
managing their social commitments, which helps to lessen the detri­
mental effects of social excess on job stress (Tugade & Fredrickson,
2004). This study has theoretical implications for understanding the
intricate interactions between personal traits like resilience and the
pressures present in contemporary workplaces. Researchers can priori­
tize the components of resilience-building interventions and strategies
aimed at enhancing employees' capacity to cope with and adapt to
demanding work conditions in future studies by recognizing the critical
role of resilience in reducing the negative effects of information and
social overload.
Finally, the current study also adds to the existing discussion on the
effects of introducing ESM within organizations. According to the
literature currently available, organizations frequently doubt the
genuine value that can be obtained by ESM and might come to the
conclusion that using it does not produce substantial benefits (Ali-Has­
san et al., 2015). However, the results of this study show that, despite
ESM's many benefits, it might also have negative impacts in some cir­
cumstances because of communication visibility.
Q. Yang and A.H. Pitafi
5.3. Practical implications
The results on the relationships between information overload, social
overload, and work stress can be used to infer the practical implications
of this study. Organizations must first acknowledge the potential harm
that information and social overload may do to workers' health and
productivity. This necessitates the development of measures to lessen
these adverse consequences, like teaching staff members efficient in­
formation management procedures and encouraging thoughtful use of
communication tools (Jackson et al., 2007).
Second, managers and supervisors need to take the initiative to spot
team members who are showing signs of social and information over­
load. They may be extremely helpful in building a supportive work at­
mosphere that promotes open communication and collaboration,
encouraging work-life balance, and setting reasonable expectations
(Bakker et al., 2014). They should also promote the adoption of
resilience-building techniques, such as self-care, stress management,
and the development of social support systems within the company.
(Avey et al., 2010; Luthans et al., 2006).
Third, Organizations should also take into account the value of
resilience in reducing the negative impacts of social and information
overload on work stress. Various interventions, including training
courses, coaching sessions, and mentoring programs, can help em­
ployees develop their resilience (Robertson et al., 2015; Windle et al.,
2011). By investing in resilience-building initiatives, organizations can
empower employees to effectively cope with the challenges of infor­
mation overload and social overload, thereby reducing the adverse
impact on work stress and promoting overall well-being.
5.4. Limitations and suggestions for future research
First limitation of our study could be the moderating factor used in
our model. In light of this limitation, we can take it as a future sugges­
tion, that to explore alternative moderators that may influence the
relationship between information and social overload and work stress.
While resilience offers valuable insights, other individual or contextual
factors may also play a significant role. For instance, examining the role
of organizational support, job resources, or coping strategies as potential
moderators could provide a more comprehensive understanding of how
individuals navigate the challenges posed by information and social
overload and its impact on work stress. Incorporating these additional
variables as potential moderators would contribute to a more nuanced
understanding of the complex dynamics at play and offer practical im­
plications for organizations to effectively support employees in man­
aging information overload.
Second limitation of the present research lies in the sample compo­
sition. The study was conducted in a specific industrial context, limiting
the generalizability of the findings to other industries or cultural set­
tings. Future research should aim to replicate the study in diverse
organizational contexts to enhance the external validity of the results.
Additionally, expanding the sample size and including a wider range of
participants would strengthen the statistical power and allow for more
robust conclusions.
Third limitation pertains to the measurement of variables. Self-report
measures, which are susceptible to common technique biases and may
create response biases (Bahadur & Ali, 2021; Podsakoff et al., 2003),
were used in the current investigation. These issues would be lessened
and a more accurate evaluation of the variables under inquiry would
result from the use of objective measures or the incorporation of data
from several sources (Ali, Wang, Boekhorst, et al., 2023). Employing
longitudinal designs would also enable researchers to track changes over
time and allow for the analysis of causal linkages, thus overcoming the
drawbacks of cross-sectional designs.
Finally, while the current study concentrated on individual-level
variables, future studies should think about including larger organiza­
tional and contextual variables that might have an impact on the
9
Acta Psychologica 241 (2023) 104084
correlations under consideration. Examining the impact of organiza­
tional culture, leadership philosophies, and technical affordances, for
example, could lead to a more thorough knowledge of the phenomenon.
Additionally, incorporating theoretical viewpoints from related fields
like organizational psychology and sociology would strengthen the
theoretical groundwork and offer a more comprehensive perspective of
the phenomena under study.
6. Conclusion
This study contributes to the existing body of knowledge by
providing a comprehensive understanding of the intricate interactions
between communication visibility, information overload, social over­
load, and occupational stress. The findings of this study have added
depth to our understanding of the impact of ESM usage on employee
well-being and productivity. As suggested, while ESM can facilitate the
growth of social networks and knowledge sharing, it also has the po­
tential to overwhelm employees with excessive information and social
demands, leading to increased job stress. Given the growing use of ESM
by employees, organizations should implement strategies to promote
efficient information management, support employees in coping with
social overload, and cultivate a work environment that prioritizes work-
life balance. The findings of this study underscore the importance of
resilience as a buffering factor, indicating that individuals with higher
levels of resilience may be better equipped to manage information and
social demands, thereby mitigating the adverse effects of work-related
stress. Future research should focus on defining and measuring resil­
ience, exploring various moderating factors, and utilizing longitudinal
designs to capture the temporal dynamics of these relationships.
Declaration of competing interest
No potential conflict of interest was reported by the authors.
Data availability
The data that has been used is confidential.
Acknowledgement
This research has partially supported from the ORIC department of
Sir Syed University of Engineering and Technology Karachi.
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