Background: In today’s digital landscape, social media proliferation offers easier access to others’ information and social activities but also introduces challenges such as social media fatigue (SMF). Previous studies have linked the fear of missing out (FoMO) to SMF; however, the directionality of this relationship remains unclear. Objective: This study aimed to explore the relationship between FoMO and SMF among college students and examine whether a mutually predictive relationship exists between them. Methods: This study adopted a longitudinal research design, administering questionnaires at two distinct time points (ie, T1 and T2) separated by a two-month interval. At T1, the questionnaire included demographic variables of the research subjects (student ID, name, gender, etc.), the Fear of Missing Out Scale, and the Social Media Fatigue Scale. At T2, the questionnaire consisted only of collecting demographic information (student ID and name) for matching, along with the same two scales. Following data collection, the datasets from the two time points were matched based on the demographic information; only successfully matched data were included in the final analyses. Subsequently, descriptive statistics and correlation analyses of FoMO and SMF at T1 and T2 were conducted using SPSS (version 26.0). Finally, a cross-lagged panel analysis was conducted using the FoMO and SMF at T1 and T2 to examine the autoregressive and cross-lagged relationships between the variables over time. Results: A total of 862 valid questionnaires were matched across the two data collection steps. Correlation analysis showed that FoMO at T1 was positively correlated with SMF at T1 (r=0.340; P<.001) and FoMO at T2 (r=0.332; P<.001) and SMF at T2 (r=0.229; P<.001). FoMO at T2 was positively correlated with SMF at T1 (r=0.217; P<.001) and T2 (r=0.417; P<.001). SMF at T1 and T2 were also positively correlated (r=0.425; P<.001). The cross-lagged regression results indicated that using the autoregressive path, FoMO at T1 positively predicted FoMO at T2 (β=0.300; P<.001), and SMF at T1 positively predicted SMF at T2 (β=0.351; P<.001). Additionally, FoMO at T1 positively predicted SMF at T2 (β=0.067; P=.003), and SMF at T1 positively predicted FoMO at T2 (β=0.156; P<.001). Conclusions: There is a bidirectional relationship between FoMO and SMF among college students, suggesting a mutual influence over each other and that this relationship perpetuates a negative cycle. These findings further extend existing research and provide insights for developing mental health programs for college students.

Social media has rapidly become an important tool in organizations and has a significant impact on employees’ work and organizational operations. By applying social media to their daily work, employees gain access to important information resources that can help them get things done. Using the conservation of resources theory, this study examines the impact of work resources generated by employees’ work-based social media use on work status, as well as job performance. Data were collected from the employees of Internet companies in Henan Province and Shanghai, China. We distributed 519 pairs of questionnaires, and 369 pairs of valid paired questionnaires were returned. To estimate the proposed relationships in the theoretical framework, we used SPSS and MPLUS. The results show that work-based social media use can increase employees’ work engagement, which in turn increases task performance, job dedication and interpersonal facilitation. It also reduces the negative effects of work interruptions on task performance and job dedication. Therefore, we conclude the positive effects of work-based social media use on job performance can be achieved by increasing work engagement and by reducing work interruptions.

Purpose: Using social exchange theory, this paper explores the relationship between supervisor perceived organizational support and supervisor developmental feedback. It verifies the mediating role of supervisor felt obligation to organization and the moderating role of supervisor core self-evaluation in this relationship.Design/methodology/approach: A two-wave survey sampling method was applied to collect 247 pieces of paired data (supervisors-new employees) in organizations in China.Findings: The results show that supervisor felt obligation to organization mediates the relationship between supervisor perceived organizational support and supervisor developmental feedback. The findings suggest that a high level of supervisor core self-evaluation strengthens the relationship between supervisor perceived organizational support and supervisor felt obligation to organization and then facilitates supervisor developmental feedback.Originality/value: This study combines two perspectives, organizational factor and supervisor trait, to reveal the occurrence mechanism of supervisor developmental feedback and complements the research on the influencing factors of supervisor developmental feedback. In addition, it provides some theoretical guidance and practical insights into how organizations can motivate supervisors to provide developmental feedback to new employees.