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This study aims to explore how communication visibility affects employees’ work engagement from the negative perspective of employees’ perceived overload in the context of enterprise social media (ESM) and the role of ESM policies in the relationship between communication visibility and perceived overload.

This study examines how communication visibility (i.e. message transparency and network translucence) affects employees’ perceived overload (i.e. information overload and social overload), which in turn affects employees’ work engagement, and how ESM policies moderate the relationship between communication visibility and perceived overload. Partial least squares (PLS) analysis was conducted on data gathered from 224 ESM users in workplaces.

Communication visibility has significant positive impacts on perceived overload, perceived overload has significant negative impacts on work engagement and ESM policies negatively moderate the relationships between communication visibility and perceived overload, except for the relationship between message transparency and social overload.

The findings provide new insights for organizational managers to formulate ESM policies to mitigate perceived overload and guidance for ESM developers to improve ESM functions to alleviate perceived overload.

This study provides empirical evidence to explain the role of communication visibility and perceived overload in employees’ work engagement, which contributes to the existing literature on the negative impacts of communication visibility.

According to extensive analysis, employee agility is influenced by teamwork, coordination and the organizational environment. However, less consideration has been given to the role of work stressors (challenge, hindrance) in influencing employee agility. To address this research gap, this study sheds light on how the use of enterprise social media (ESM) for social and work purposes influences employee agility through work stressors.

This research also explores how ESM visibility enhances the interaction between work stressors and employee agility by using primary data obtained from Chinese workers. A total of 377 entries were analyzed using AMOS 24.10 tools. All the hypotheses were tested using structural equation modeling (SEM).

The findings revealed that ESM use (social and work) negatively impacts challenge and hindrance work stressors. The results also reflect that challenge stressors have a significant impact on employee agility, whereas hindrance stressors are negatively related to it. Furthermore, the outcome also indicated that increased ESM visibility reinforces the connection between challenge stressors and employee agility. However, ESM visibility did not indicate a significant moderating impact on the link between hindrance stressors and employee agility.

This study describes how ESM usage effects agility of stressed employees. This research also explores how ESM visibility improves the interaction between work stressors and employee agility. The study results contribute to growing research on social media and employee agility and suggest several points of guidance for managers.