Our discussion is based on the illustrative model depicted in Figure 1, which builds on actual empirical studies in the field of e-collaboration (Kock, 2005; 2008; Kock & Lynn, 2012). This illustrative model addresses the organizational effect of the use of an internal e-collaboration management tool with social networking capabilities (EM) on job performance (JP), an effect that is mediated by intermediate effects on job satisfaction (JS) and job innovativeness (JI).
Illustrative model used