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This paper aims to validates a framework using the Uses and Gratifications Theory (UGT) to study the effect of values, i.e. Functional Value (FV), Social Value (SV), Emotional Value (EV) and Monetary Value (MV), on the Patronage Intention (PI) of Social Network Users (SNU’s) with mediating role of Perceived Usefulness (PU).

A survey method was used to collect responses from 302 SNUs, and the variance-based structural equation method was used to understand the relationships among the constructs.

The results found a significant positive effect of FV and EV on Perceived Usefulness (PU) and MV and PU on Patronage intention (PI) of SNUs. Further, PU partially mediated the relationship of EV with PI.

This study used the UGT to understand the effect of values on the PI of SNUs. This research study contributes to the existing social networks/social media literature.

The paper is built upon the conceptual framework of ability, motivation and opportunity (AMO) to identify the effect of the high performance work system (HPWS) on the voice behaviour of the organisation.

The human resource department of the steel plants was approached to facilitate the data collection. A standardised questionnaire was used to collect responses from 169 full-time employees working at different levels and departments in the steel plant in India. Partial least squares structural equation modeling (PLS-SEM) was used to validate and examine the model identifying the relationship of AMO enhancing practices with the voice behaviour in the organisation.

AMO was found to affect voice behaviour in the organisation. The positive and significant effect of ability enhancement practices was examined on the acquiescent voice and the opportunity enhancing practices on the acquiescent and defensive voice in the organisation.

Even though the organisation has tried to improve the employee's ability through proper training and development efforts, the organisation still fails to develop confidence in the employee for giving the suggestion or opinions without hesitation. The research papers try to provide valuable suggestions to the human resource management (HRM) and other managers for improving the voice behaviour of the employees based on the current study that identifies the effect of AMO practices on the voice behaviour of the employees.

Factors affecting voice behaviour are not yet extensively studied in the Indian context. The researcher examined the effect of HPWS, considering the AMO framework on the organisation's acquiescent voice, defensive voice, and prosocial voice behaviour.

This paper aims to conceptualize a framework drawn upon the self-regulation theory to study the effect of system quality features on the continuous usage intention of social network users. The study explores the relationship among the selected variables and identifies the determinants of continuous usage intention of social networks.

A survey method was used to collect data from 301 male and 311 female social network users to test the research model with the help of the structural equation modelling technique.

The results show a difference between male and female social media users for the continuous usage intention of social networks. A substantial difference in the relationship was seen between the attitude and continuous usage intention, where female social network users had a more robust and significant relationship than their male counterparts.

This study uses the self-regulation theory to understand the continuous usage intention of social networks in the Indian context. This research study contributes to the existing literature on social networks/social media and the adoption intention.

The paper validates a framework using the media synchronicity theory (MST) to study the effect of Social Media Use at Work (SMUW) on the performance “Work Performance” (WP) of the employee. For this, the study initially observed the effect of SMUW on shared vision (SV), network ties (NT), and trust (TRUST) on the knowledge transfer (KT) and the effect of all (SV, NT, TRUST and KT) on the WP of the employees.

A survey method was used to collect responses from 157 employees working at middle and lower-level managerial positions in the chemical companies of India. The data analysis uses variance-based, partial least square SEM, which has established a relationship between the constructs.

The results found a significant effect of SMUW on the WP of the employees. It was observed that the SV and TRUST can be significantly improved with the help of SMUW, contributing to the KT and simultaneously affecting the WP of the employees.

The study has examined the positive and significant effect of SMUW on the employees' SV, NT and TRUST. Improving SV, NT and trust (dimension of social capital) through social media allows employees to transfer more knowledge. An increase in KT among the employees further positively affected the individual and group performance within the organization. SV positively affected the employee's WP, but NT and trust negatively affected the WP. The research thus provides useful insight to the managers for effective use of social media in the workplace.

The study used MST to understand the effect of the use of social media in the workplace. The study is kind of first in the Indian context which has examined the effect of employees at managerial level in chemical companies, and thus contributes to the existing literature on social networks/social media from the organizational context.