Workplace Mental Health and Social Media Addictive Behaviours: The Application of Mattering Theory

PurposeThe present study examined associations between adjustment and job satisfaction and multiple dimensions of mattering-including general mattering, mattering at work, anti-mattering experiences, and fears of not mattering-among working adults. A secondary, exploratory aim was to examine whether mattering-related outcomes differed as a function of personal COVID-19 infection history.MethodA cross-sectional study was conducted with 60 employees working primarily from home during the COVID-19 pandemic. Participants completed self-report measures assessing mattering, well-being, depression, social media addiction, and job satisfaction.ResultsGeneral mattering was positively associated with work mattering and affective job satisfaction, whereas anti-mattering was negatively associated with work mattering, well-being, and affective job satisfaction. Well-being was positively related to both work mattering and affective job satisfaction, supporting the protective role of perceived significance in the workplace. Social media addiction was positively correlated with non-mattering and depression, suggesting that diminished perceptions of mattering may be linked to maladaptive online behaviors and poorer mental health. Exploratory independent-samples t-tests indicated that individuals with a history of COVID-19 infection reported lower general mattering, work mattering, and affective job satisfaction, and higher anti-mattering, compared with those without infection.ConclusionThe findings highlight the importance of mattering as a resource for employee well-being and job satisfaction. Experiences of anti-mattering were associated with poorer mental health and greater vulnerability to problematic social media use. Exploratory differences linked to COVID-19 infection history suggest pandemic-related stressors may negatively influence employees' sense of value and satisfaction. These results underscore the need for organizational practices that foster employees' sense of mattering, particularly during periods of disruption.