Why and how social media addiction affects employee outcomes: role of sleep deprivation in the hospitality industry

doi:10.21203/rs.3.rs-3135229/v1

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Research Article

Why and how social media addiction affects employee outcomes: role of sleep deprivation in the hospitality industry

https://doi.org/10.21203/rs.3.rs-3135229/v1

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Background

The purpose of this study was to investigate the outcomes of social media addiction, such as sleep deprivation, employee productivity, and engagement among hospitality industry workers.

Method

Using a time-lagged, three-waive survey, this study collected data from 298 employees at international food chain restaurants in Pakistan. Two-step path modelling tested the direct and indirect hypotheses using partial least squares (PLS).

Results

The results revealed that social media addiction negatively influences employee productivity in the hospitality industry. However, the relationship between social media addiction and employee engagement in the hospitality industry was insignificant. Nonetheless, concerning mediated relationships, sleep deprivation was found to be an underlying psychological mechanism in the association between social media addiction, employee productivity, and employee engagement.

Conclusion

Theoretically, this research draws the attention of scholars towards relatively rarely studied variables, such as social media addiction and sleep deprivation, in the hospitality literature. Our findings will also help managers address employee engagement and productivity issues, while understanding the impact of social media addiction and sleep deprivation among hospitality workers.

Social media addiction

sleep deprivation

employee productivity

employee engagement

Nowadays, internet usage is essential to people’s lives, as the use of technology is rapidly increasing [1, 2]. As pointed out in the 2019 Global Digital Study, the total population that uses social media worldwide has grown to 3.484 billion, with a 9% growth rate per year [1]. Moreover, social media usage is not restricted to a particular demographic; it has invaded every aspect of people's personal and professional lives. Individuals become addicted to social media for various reasons. These reasons could be anxiety, depression, or dealing with a personal issue [3, 4], and by using social media, they get social acceptance and support [5, 6]. Hospitality industry is a growing field where social media is critically influencing workers behavior [7, 8].

Research highlights that the productivity and engagement of employees in the workplace could be hurdled by inappropriate usage of social media [9] and that the gap between professional and private lives is depleting [10]. Moreover, scholars are of the view that when an employee becomes addicted to social media, it becomes a waste of time, unnecessary information gathering, conflicts in position, leakage of personal data or privacy risk, unproductive behavior and poor performance [1] In addition, employees' physical and mental well-being gets depleted [11, 12].

In addition, research has shown that employee sleep is essential for their physical and mental health; however, it has rarely been studied in the hospitality industry context [13]. Sleep deprivation puts a negative impact on several employee outcomes such as self-control [14, 15], effort ability [16], responsiveness [17] and motivation [18]. We argue that social media addiction can result in sleep deprivation among hospitality employees [19].

The current study proposes and tests a research model of social media addiction and its application in the hospitality industry to observe employee productivity and engagement and the role of sleep deprivation as a boundary condition. Consequently, this study contributes to the current body of literature in several ways. First, we consider social media addiction as a relatively less-studied and relevant topic in the context of the hospitality industry. Second, we test the role of employee sleep deprivation as an important and influential factor in the hospitality industry. Third, this study discusses two valuable employee outcomes in the form of employee engagement and productivity. Fourth, the unique context of the Pakistani hospitality industry provides a picture of a relatively less-studied and unique cultural context. Johns [20] describes context as “situational opportunities and constraints that affect the occurrence and meaning of organizational behavior, as well as the functional relationships between variables”. We believe that the investigation of this research model in the novel context of the Pakistani hospitality industry (a collectivistic Muslim culture) is a unique contribution. Overall, our research has important implications for scholars and practitioners in the hospitality industry and helps them understand the role of emerging factors, such as social media addiction and employee sleep deprivation, and their impact on important employee outcomes.

The remainder of this paper is organized as follows: the theory and hypothesis development section and the third section discusses the research methods, including procedures, tools, and people. Fourth secion of the paper presents the data and results of the analyses. The fifth and last sections discuss the results, theoretical and practical implications, limitations, and directions for future research. Figure 1 represents the model of the study;

>>>>Figure 1<<<<

Conservation of Resources Theory:

Conservation of resources (COR) theory assumes that stress occurs when an individual's resources are endangered or exhausted, or when fresh resource investments are not made within a reasonable timeframe [21]. COR theory states that individuals are motivated to defend, procure, and conserve resources. Objects (e.g., house, phone, car), situations (e.g., steady employment, excellent health, good sleep), personal qualities (e.g., optimism and hope), and energy (e.g., knowledge) are the four types of resources valued by a person. COR [21] is a trustworthy foundation for understanding the processes involved in experiencing, coping with, and overcoming chronic and traumatic stressors [21, 22]. Several studies and theories have been used to support the concepts of employee social media addiction, productivity, and engagement, with sleep deprivation as a mediating factor. Drawing on COR theory [21] we assumed that social media addiction creates stress for employees, leading to a loss of psychological resources, which is subsequently associated with low employee engagement and low productivity. Rapid technological change has influenced employee behavior, that is, productivity and engagement levels. Most of the time, their priority is to become socialized, and these phenomena affect their performance levels.

Social Media Addiction

Can and Kaya [23] defined social media addiction as “spending excessive time on social media.” Gong, Yu [24] described "social media addiction as users’ psychological condition of dependence on social media". This results in various behavioral addiction symptoms, such as salience, conflict, withdrawal, relapse, and mood swings [25]. According to Schou Andreassen and Pallesen [26] it is “being overly concerned about social networking sites, to be driven by a strong motivation to log on to or use social networking sites, and to devote so much time and effort to SNSs that it impairs other social activities, studies/job, interpersonal relationships, and psychological health and well-being”. This definition shows the addiction mentioned in the earlier symptoms [25].

Social media is used to stay in contact with each other, gather information, find out and exchange data, and gain popularity and acknowledgement [1, 27–29]. Today, addiction harms the lives of users and increases stress on the functional capabilities of workers. Due to excessive usage, workers are facing lower efficiency and loneliness [30–33]. From one perspective, studies show that social media is an addictive innovation that ultimately leads to mental disturbances and threats to users’ lives [34, 35]. Moreover, the workplace environment of users has also been affected by social media addiction [36–38]. Past studies investigated that social media has increased the work satisfaction and productivity of users as compared to those who don’t use it [39–43]. However, Excessive social media use may cause adverse workplace outcomes in organizations [38, 44]. Researchers have emphasized that employee productivity decreases when they use social media excessively, as they pay less attention to their work [9] It removing the gap between professional and personal life [10, 45–47]. We therefore, argue that social media addiction is one of the aspects of internet addiction, and this topic is getting attention, and relatively a little research has addresses this topic [35, 48] particularly in the context of hospitality industry.

Sleep Deprivation

Sleep is defined as: “a state of immobility that consists of greatly diminished physical responsiveness that allows for reorganization of neural activity [49]" while, sleep deprivation is referred to as "short sleep duration with poor sleep quality [50]". Poor mental health, heart diseases, drug usage, aggressive behavior, and body overweight are commonly known adverse health effects of sleep deprivation [51].

Sleep is considered a necessary, active, and involuntary mechanism; therefore, individuals cannot effectively work with sleep deprivation [52]. In addition, sufficient sleep is required to maintain psychological and physical health [53]. Several studies have indicated that sleep is a recovery practice, and its primary function is to recover minor damage, increase emotional control, memory consolidation and health restoration [31, 54]. Employees need to sleep sufficiently to work effectively in their organizations [55]. Short intervals of sleep have become more common among employees, thereby increasing the sleep-deprivation culture in society [56]. Researchers argue that in the modern world, the latest technological advancements, such as emails and WhatsApp, have continuously placed employees on call, raising the probability of stress and sleep interruption [57].

The above discussion leads us to argue that employees’ use of social media may harm their sleep quality. Particularly, in the hospitality industry which is known as a never sleeping industry, employee sleep deprevation is common due to non-standard working or shift-work nature of employment [58–61].

Employee Productivity

Productivity is "the amount and quality of output produced by a person using certain inputs [62] ". Syverson [63] proposed a similar definition of employee productivity as "the aggregate output that is achieved by an employee within a particular period and is evaluated according to its efficiency and effectiveness in reaching the desired objectives and job requirements.” Ferreira and Du Plessis [64] demonstrated that employee efficiency can be measured based on the ability to produce desirable results that align with an employee's job description over a specific period.

Productivity is one of the critical indicators of income and potential for an organization's success in any organization [65]. Productivity tests the success of using corporate resources to achieve such goals [62]. Employee productivity focuses on two main dimensions: work effectiveness and efficiency [66]. Haynes [67] on the other hand, claimed that this is not easy to measureemployee productivity in organziations. FollowingHaynes [67] view, this study defines employee productivity as "employees’ self-assessment of attitudes and behaviors that influence their work performance and effectiveness." Employees are said to be essential assets of an organization. However, managing and handling optimally performing employees is a complex process[68]. Although employee productivity is important and relevant in the hospitality sector, it has not been studied extensively in previous research [69–71].

Employee Engagement

Kahn [72] defined employee engagement as "the harnessing of organizational members’ selves to their work roles’. It is a measurable degree that shows emotional attachment, either positive or negative, to their job, coworkers, and organization, which strongly affects their readiness to work and perform. Markos and Sridevi [73] defined employee engagement as “a positive attitude that employees hold towards the organization and its values. An engaged employee knowsthe business context and works with colleagues to improve job performance for the organization’s benefits [74]. Engagement of employees is the primary concern of HR managers in any organization, specifically in the hospitality industry [75].

Scholars have identified three major components of employee engagement: cognitive, emotional, and behavioral [76, 77]. The cognitive part shows an employee's perception of his leader, organizational work, environment, and job. The emotional component is what the employee thinks about his work environment and the leader, either positive or negative. The behavioral part shows employees’ behavior towards their work in terms of overtime and brain power to provide maximum productivity on the job [78]. Employee engagement is an emerging concern [79]. It is an important factor in maximizing organizational profitability and has not been widely discussed in the hospitality industry [80, 81].

HYPOTHESES DEVELOPMENT

Social Media Addiction and Sleep Deprivation in the Hospitality Industry

Based on the literature cited above and drawing on COR theory [21] we assume that there is a positive association between social media addiction and employee sleep deprivation in the hospitality industry. As such, we consider social media addiction a stressor that may reduce employees’ psychological resources in the form of sleep. Sleep has been reported as an important psychological resource [44, 82, 83]. According to the COR theory [21] an individual is likely to lose this important psychological resource as a result of stress arising from social media addiction. Past empirical studies have also found an impact of technology use on employee sleep in some other contexts [84, 85]. Therefore, we propose a positive association between social media addiction and employees sleep deprivation in the hospitality industry. Here we assumed that;

H1: Social media addiction is positively associated with employee sleep deprivation in the hospitality industry.

Social Media Addiction and Employee Productivity in the Hospitality Industry

Social media addiction is likely to put a negative impact on employee productivity in the hospitality industry since the overuse of social media leads to other behavioral addiction withdrawal, conflict, relapse and mood modification, which finally affect employee productivity [44, 86, 87]. Based on the literature on social media addiction and employee productivity, we assume that the higher the social media addiction, the lower the employee productivity. Our assumption is consistent with the COR theory [21] which suggests that social media addiction as a stressor may result in the loss of employee sleep, which would further result in less productivity. Therefore, we assume the following:

H2:Social media addiction is negatively associated with employee productivity in the hospitality industry

Social Media Addiction and Employee Engagement in the Hospitality Industry

A low level of employee engagement is a consequence of employees' overuse of social media, but this link has received little attention, particularly in the hospitality industry. A substantial gap was found in the investigation of the social media addiction-employee engagement nexus. COR theory [21] suggests that employee engagement can be harmed in organizations because of employees’ overuse of social media, as social media addiction is likely to reduce the psychological resources required to remain engaged in organizations. Some recent empirical literature has also indicated that social media addiction may be proven as a negative factor for employee engagement [88–90]. This theoretical discussion and the literature cited above lead us to assume the following:

H3: Social media addiction is negatively associated with employee engagement in the hospitality industry.

Mediating role of Sleep Deprivation

Sleep is a healing process and lack of sleep adversely affects worker performance [91]. Research suggests that sleep is a homeostatic process that restores the brain and determines one's level of awareness and alertness [92]. Total or partial sleep deprivation represents decreased state of mind with impaired cognition [93]. Therefore, higher sleep deprivation is likely to harm employee productivity and engagement in organizations. As such, we argue that higher sleep deprivation as a result of higher social media addiction may result in low engagement and less productivity in hospitality industry organizations, which is consistent with the COR theory [21]. Based on the COR theory, we assumed that social media addiction among employees acts as a stressor, which is likely to result in the loss of psychological resources in the form of sleep. The loss of psychological resources is likely to result in negative outcomes such as low employee engagement and productivity. Researchers have explored that employee engagement depends on the state of mind as engagement is related to a mental condition [94]. Therefore, it is important to have sufficient sleep to fully engage with the organization. Similarly, sufficient sleep is required for employees to be productive. Sleep helps in the recovery process [95, 96], and sleep-deprived employees are unable to recover their depleted resources; therefore, they are likely not to be fully engaged and productive. Empirical research on COR theory has also indicated [97], job satisfaction [58], job performance [98] etc. This discussion and the literature presented above lead us to assume negative associations between sleep deprivation and employee engagement and productivity and the mediating role of sleep deprivation in the relationships between social media addiction, employee engagement, and productivity. Therefore, we propose the following hypotheses:

H4: Sleep deprivation is negatively associated with employee productivity in the hospitality industry.

H5: Sleep deprivation is negatively associated with employee engagement in the hospitality industry.

H6: Sleep deprivation mediates the relationship between social media addiction and employee productivity.

H7: Sleep deprivation mediates the relationship between social media addiction and employee engagement in the hospitality industry.

Measurement of Construct and Pilot Study

This study was conducted to investigate how and why social media addiction leads to employee engagement and productivity in hospitality organizations. To empirically test our assumptions, we collected data from chain restaurants in Pakistan in three phases. In the first phase of the survey (i.e., at Time1 or T1), we created an online survey link and distributed this link to employees working in McDonald’s, KFC, Subway, Gloria Jean’s Coffee Shop, Pizza Hutt, Chicken Cottage, Italian Pizza, and Almaida Fried Chicks in May 2021 with the help of the HR managers of these restaurants. Our T1 survey contained questions on variables such as social media addiction and demographics of participants, including education, gender, age, and work experience in the hospitality industry. In total, 467 responses were received at T1. One month after the T1 survey (i.e., at T2), we conducted another survey and asked the participants questions regarding sleep deprivation. A total of 467 respondents who participated in the T1 survey were approached and 370 responses were received. One month after the T2 survey (i.e., at T3), we contacted 370 participants from T2 and asked them to rate the questions on engagement and productivity scales. We reviewed 298 responses used in the final analyses.

Before beginning the survey, participants were informed that this was purely academic research, and that their information would be used for research purposes only. They were also informed that their identity (which was optional to disclose) would not be unveiled to anyone and that their information would be kept confidential. The survey was conducted in three phases from May 2022 to July 2022. Of the 298 participants, 63% were male, 50.3% were age group–20-30 years, 36.9% had years experience of 1-3years and 41.3% had a graduation degree. Table 1 shows the respondents’ demographic profiles.

Measures

All the scales used in this study were adapted from previous studies. For instance, social media addiction was measured using the five-item scale developed by Turel and Serenko [99]. A seven-item employee productivity scale was adopted from Ezeamama [100]. Employee engagement was measured using a nine-item scale (Schaufeli and Bakker [101]. Sleep deprivation was measured with a five-item scale from Geers, Weiland [102]. All questions were designed on a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).

>>>>Table 1<<<<

ANALYSES AND RESULTS

Measurement Model Results

The measurement model helped to determine the reliability and validity of the constructs. This helps us to calculate composite reliability, convergent validity, discriminant validity, and model fit values[103-105]. The results reported in Table 2 reveal that the values of the factor loadings were all above the threshold value of 0.70, as recommended by Hair, Ringle [106]. Table 2 further shows that the values of Cronbach’s alpha and composite reliability are above 0.70, which shows the good internal reliability of the constructs used in this study [107]. Similarly, the values of AVEs reported in our table are all above 0.50 threshold value which establishes a good convergent validity of the constructs used in this research [108].

>>>>Table 2<<<<

Discriminant validity describes an individual variable that is observationally different from other variables”[109]. The Fornell-Larcker and HTMT criteria were used to examine the discriminant validity of the variables. According to [110], the shared variance of all variables should not be higher than their AVE. To measure discriminant validity, the HTMT criteria were also considered [111]; and this study uses both requirements. table 3 shows the results for discriminant validity, verifying the discriminant validity of all the constructs used in this study.

>>>>Table 3<<<<

Model fit was assessed using two valid criteria in the PLS-path modelling. According to Henseler, Dijkstra [104], SRMR and GOF are used to determine whether the proposed model effectively fits the data effectively [112]. We used both SRMR and GOF metrics to assess how well the suggested model fits the data in our study. A perfect model fit should have a minimum value of 0. A value of less than or equal to 0.05 is preferred for a well-fitted model, while a value of 0.08 is also acceptable. [113, 114]. Hooper, Coughlan [114] suggested that for a large dataset, the SRMR value should be extremely low (0.064), which is smaller than the threshold value of 0.08. This indicates a good model fit in our case. NFI is a measure for evaluating model fit, with a threshold value ranging from 0 to 1. According to Lohmöller (1989), an NF value close to 1 indicates a better match. In the tour study, the value of NFI was 0.792, which shows that the model was well fitted.

The Evaluation of Path Coefficients (Structural Model)

The path coefficient is used to test the hypotheses proposed in this study. As a result, a bootstrapped approach with 10,000 bootstrapped samples was used, as recommended for estimation stability. [103, 106]. The significant path coefficients of all hypotheses were examined using P values (less than 0.05) and t-statistics (higher than 1.96) [103, 115, 116]. The path coefficients of the structural relations were calculated and the results are presented in table 4 and figure 2.

The results reported in Table 4 indicate that social media addiction and sleep deprivation had a positive relationship (β = 0.338, t = 6.388, p< .01), supporting H1. Social media addiction also revealed a negative association with employee productivity in the hospitality industry (β = -0.140, t = 2.624, p< .01), this supports our H2.Our hypothesis 3 (H3) assumed that social media addiction is negatively associated with employee engagement in the hospitality industry. This hypothesis was rejected because the results did not support it (β = 0.095, t = 1.41, p = .078). The fourth hypothesis (H4) of the present study was that sleep deprivation negatively affects employee productivity in the hospitality industry. The results in Table 4 support this hypothesis (β = -0.529, t = 10.789, p< .01). H5 assumes that sleep deprivation has a negative relationship with employee engagement in the hospitality industry, which is supported by our results (β = -0.407, t = 7.199, p< .01).

Table 4 further revealed that the indirect effects between our relationships are significant. As such social media addiction to employee productivity through sleep deprivation (β = -0.179, t = 5.618, p< .001)and social media addiction to employee engagement through sleep deprivation (β = -0.138, t = 4.607, p< .001) are significant. These results support our mediating hypothesis 6 and hypothesis 7. These results are also shown in figure 2 of structural model.

>>>>Table 4<<<<

>>>>Figure 2<<<<

This study demonstrates how social media addiction affects employee outcomes, including productivity and engagement in the hospitality industry, while also considering the mediating role of sleep deprivation. Through the lens of the COR theory [21] we theorized that social media addiction among employees in the hospitality industry is negatively associated with engagement and productivity through sleep deprivation. Our results revealed that social media addiction is positively associated with employee sleep deprivation and negatively associated with employee productivity, supporting Hypotheses 1 and 2. However, the results showed that social media addiction was not significantly associated with employee engagement, thus rejecting Hypothesis 3. The results further revealed that sleep deprivation was negatively associated with employee productivity and engagement, supporting Hypotheses 4 and 5. Our mediation analyses further revealed that sleep deprivation mediates the relationship between employees’ social media addiction and their productivity and engagement in the hospitality industry. These mediation results support Hypotheses 6 and 7.

Our findings have several important theoretical implications. For instance, our results reveal that social media addiction has a significant negative relationship with employee productivity in hospitality organizations. This finding highlights the impact of social media addiction on important employee outcomes (i.e., productivity) in the hospitality industry. This finding can be explained as when employees become addicted to social media, their productivity decreases. This finding is consistent with the results of the latest research conducted on the hospitality industry [69, 70, 117]. A survey by Wushe and Shenje [118] declared that because of the time spent online, reaining in touch with friends, exchanging images, and chatting with coworkers, the study found that social media usage resulted in a considerable decline in employee productivity.

Another important finding of our study is the positive association between social media addiction and employee sleep deprivation in the hospitality industry. This is a critical finding of our research, as employee sleep has not been extensively studied in the past in context of hospitality industry. Previous research indicates that social media addiction is a significant cause of sleep deprivation among employees. Schou Andreassen and Pallesen [26] describe social media additction as “being overly concerned about social networking sites, to be driven by a strong motivation to log on to or use social networking sites, and to devote so much time and effort to social networking sites that it impairs other social activities, studies/job, interpersonal relationships, and psychological health and well-being”. This can be explained through psychological phenomena such as sleep is a healing process; when employees become addicted to social media, they sacrifice their sleep to satisfy their desire,which ultimately affects their job outcomes[83, 119]. Owing to less sleep, the healing process slows, and the person becomes inactive in performing their duties. Consequently, employee productivity is affected by sleep deprivation.

We did not find a significant association between employee social media addiction and their engagement in the hospitality industry.There could be several reasons for the rejection of this hypothesis. For instance, the data for this study were collected during the Covid-19 phase. The working hours were short, and most of the time, the industry remained closed or was operating with no maximum potential; therefore, employees were either working from home or they did not have much work to do at their jobs. Thus, employees have relatively more time and work less. Therefore, may be due to this less work to do in more times to complete job tasks, we did not find an association between social media addiction and job engagement. Finally, the most important and unique contribution of our research is to determine the mediating role of sleep deprivation in the relationship between employee social media addiction and engagement and productivity. Sleep deprivation is defined as "short sleep duration and poor sleep quality" [120]. Social media addiction and sleep deprivation are emerging as business concerns. Addiction to social media increases the desire to log into social media for the maximum time, even at night, which causes a reduction in sleep duration. Moreover, the central finding of this study was that social media addiction and sleep deprivation had a significantly positive relationship. This means that when employees become addicted to social media, they experience sleep deprived. Several studies have identified a positive association between SA and sleep deprivation, are positively associated. It is known that higher social media usage could be more addictive than cigarettes or alcohol [121] and ultimately affect a user's sleep because it encourages them to use it even during sleep times [122]. Sleep deprivation due to social media addiction results in low engagement and productivity. This finding can be explained through the lens of the COR theory [21] which suggests that stress results in the loss of resources, which further leads to negative employee outcomes. Social media addiction works as a stressor, resulting in the loss of psychological resources in the form of sleep. Loss of sleep (an important psychological resource) causes low employee productivity and engagement in the hospitality industry.

Practical Contributions

This study has several implications for hospitality industry employees, managers, and organizations. In recent years, enterprises have become more concerned about the productivity and engagement of employees in order to obtain the best outcomes, which is even more important in the service sector [123, 124]. However, for several other reasons, social media is at the top of depleting productivity as employees become addicted and sleep-deprived [85]. Therefore, this research study will help hospitality industry managers to make their employees aware of the dark sides of social media usage and the importance of sleep to improve their productivity and engagement at work in a particular sector. Similarly, practitioners and managers in the hospitality industry may set specific times for social media or smartphone use to avoid disrupting employees' sleep patterns [125]. However, working professionals may be driven to implement self-checks to limit social media and smartphone usage.

Moreover, this study encourages managers to motivate their employees to demonstrate their professional skills to provide their best employee outcomes, such as increased productivity and keen engagement. As discussed earlier in the present study, the hospitality sector is a service sector that is more concerned with and is based on the services presented by its employees. Less engaged and less productive hosts can damage the reputation of the organzi, if not properly treated. Thus, by keeping the results and discussions of this research study in mind, managers of a particular industry could create performance standards for employees and motivate them by organizing training and meetings to motivate them that they are the assets of the industry. Without their productivity and engagement, desired results could not be achieved, as well as to focus on the achievement of the standards for the best results and to ensure that jobs are performed efficiently.

Limitations and Future Directions

Several limitations of this study need to be considered when assessing the reported outcomes after the data have been interpreted. At the same time, the study's shortcomings reveal several exciting areas for further investigation, which are briefly mentioned here. First, the research design used in this study was a tiem-lagged survey. Future studies should include longitudinal studies to expand the research findings. Second, this study did not consider other industries, such as hotels, food and beverages, travel and tourism, entertainment, and recreation, which are also part of the hospitality industry. Therefore, views may change if data is collected from hotels or other industries in the hospitality sector. Third, the sample of this study belongs to one country, Pakistan, which has a collectivistic Asian culture. The results may differ if our proposed model is investigated among hospitality industry workers from an individualistic culture. Fourth, the nature of the study was quantitative, and the researcher relied on the questionnaire data for statistical analysis. In future studies, mixed-mode or qualitative methods can also be used. Finally, we relied on a mediating model, and future research could suggest a moderating variable to determine a boundary condition for our proposed relationships.

This study has empirically contributed to several known links between variables, which have been examined directly and indirectly to answer the research questions and achieve the research objectives stated in the introduction. After questionnaire development and variable coding, this study collected data from hospitality industry employees restricted to restaurants in international food chains. After the data collection step, a few data collection steps were performed using PLS 3.0. Additionally, the statistical results of the current investigation are justifiable, based on previous studies.

Ethics approval and consent to participate: Ethics approval was obtained from “Departmental Ethics approval Committee” at the institute of business management and administrative sceinces of the Islamia University of Bahawalpur, Pakistan. All the experimental protocol were approved by Departmental Ethics approval Committee. Departmental Ethics approval committee consists of Dr. Hamid Murtza, Dr. Maria Hassan, and Ms. Kalsoom Akhter. Informed consent was obtained from all subjects. All methods were carried out in accordance with relevant guidelines and regulations (e.g. Declaration of Helsinki).

Consent for publication: Not Applicable

Availability of data and materials: The datasets used and/or analysed during the current study are available from the corresponding author on reasonable request.

Competing interests: The authors declare that they have no competing interests

Funding: There was no funding available for this study

Authors' contributions: Dr. Muhammad Imran Rasheed conceived the idea and designed method and worked on completing first draft of the paper. Saba Shafique worked on collectin data, analysizing the data, and writing introduction and theory sections of the paper

Acknowledgements: Not Applicable

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Table 1: Demographic frequency distribution of Respondents
	Group	Frequency	Percentage
Gender	Male	188	63.1%
	Female	110	36.9%
	Total	298	100%
Age	Less than 20	17	5.7%
	20-30	151	50.3%
	30-40	108	36.2%
	40-50	18	6.0%
	Above 50	4	1.3%
	Total	298	100%
Experience	Less than 1 year	34	11.4%
	1-3	110	36.9%
	3-5	103	34.6%
	5-7	30	10.1%
	More than 7	21	7.0%
	Total	298	100%
Qualification	High School	21	7.1%
	College	79	26.5%
	Graduation	123	41.3%
	Master	60	20.1%
	Doctorate or professional certificate	15	5.0%
	Total	298	100%

Table2: Reliability and Validity Results
Indicators	Outer loadings	Cronbach's Alpha	CR	AVE
T1 Social Media Addiction	0.72 - 0.79	0.75	0.841	0.57
T2 Sleep Deprivation	0.73 – 0.87	0.881	0.913	0.677
T3 Employee Productivity	0.71 – 0.82	0.869	0.901	0.604
T3 Employee Engagement	0.71 – 0.84	0.877	0.907	0.619

Table3: Discriminant Validity
(Fornell-Larcker Table)
	Employee Engagement	Employee Productivity	Sleep Deprivation	Social Media Addiction
T3 Employee engagement	0.787
	0. 651	0.777
T3 Employee productivity
	0.434	0.573	0.823
T2 Sleep deprivation
	0.225	0.311	-0.332	0.755
T1 Social media addiction
HTMT – Ratio
	Employee Engagement	Employee Productivity	Sleep Deprivation	Social Media Addiction
T3 Employee Engagement
T3 Employee productivity	0.741
T2 Sleep deprivation	0.48	0. 641
T1 Social media addiction	0.278	0.378	0.397

Table4: Results of Hypotheses
Relations		β	se	t	p	Result
SMA -> SD	H1	0.338	0.052	6.388	0	Accepted
SMA ->EP	H2	-0.14	0.052	2.624	0.004	Accepted
SMA -> EE	H3	-0.095	0.064	1.417	0.078	Rejected
SD -> EP	H4	-0.529	0.049	10.789	0	Accepted
SD -> EE	H5	-0.407	0.056	7.199	0	Accepted
SMA ->SD -> EP	H6a	-0.179	0.031	5.618	0	Accepted
SMA -> SD-> EE	H6b	-0.138	0.028	4.607	0	Accepted
*Note*: SMA = social media addiction, SD = sleep deprivation, EP = employee productivity, EE = employee engagement

No competing interests reported.

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Why and how social media addiction affects employee outcomes: role of sleep deprivation in the hospitality industry

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Abstract

Background

Method

Results

Conclusion

Figures

INTRODUCTION

THEORY AND HYPOTHESES DEVELOPMENT

Conservation of Resources Theory:

Social Media Addiction

Sleep Deprivation

Employee Productivity

Employee Engagement

HYPOTHESES DEVELOPMENT

Social Media Addiction and Sleep Deprivation in the Hospitality Industry

Social Media Addiction and Employee Productivity in the Hospitality Industry

H2:Social media addiction is negatively associated with employee productivity in the hospitality industry

Social Media Addiction and Employee Engagement in the Hospitality Industry

Mediating role of Sleep Deprivation

METHODOLOGY

The Evaluation of Path Coefficients (Structural Model)

DISCUSSION

Practical Contributions

Limitations and Future Directions

CONCLUSION

Declarations

References

Tables

Additional Declarations

Status:

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