Academic Social Media Platforms- Best Academic Social Networking Sites

Academic Social Media Platforms- Best Academic Social Networking Sites. Social Media For Researchers. The Best Academic Social Media Platforms are Academia, Google Scholar, ORCID, Scopus, Publons, Researcher ID LinkedIn. Academic, Researchers and Scholars Social Media Platforms. Also, Social Networking Sites For Researchers. 

Academic Social Media Platforms

Academic Social Media Platforms refer to the social networking platforms for academic people, scholars, and scientists to share their experiences, publications, and works. Researchers use these social networking sites to be connected with other researchers across the world. There are more than 500 social networking sites or social media platforms all over the world. In 2021, the most famous social media is Facebook, following YouTube, Twitter, Linked In, ResearchGate, Academia, and so more. However, researchers prefer to use those kinds of social media platforms where they can share their publications and research works. They also like to be connected with other scholars via these platforms. For example, a communication student can follow a researcher of the communication department who has many publications. So, new researchers can follow the veteran researchers, and they can learn from experts.

The Best Academic Social Media Platforms are:

  1. ResearchGate
  2. Academia
  3. Google Scholar
  4. ORCID
  5. Scopus
  6. Publons
  7. Researcher ID-Web of Science
  8. Microsoft Academic
  9. LinkedIn
Social Media For Researchers and Scholars- Top Social Media Sites For Researchers and professional networking site for academic person
Social Media Sites For Researchers and Scientists
1. ResearchGate

ResearchGate is the most famous professional networking site for researchers, scientists and students who prefer to share their publications with others. It a great platform to find collaboration and connect colleagues. This social networking site is a join-free platform where users can ask questions to get answers related to research. It is estimated that more than 20+ million researchers are using ResearchGate, and around 130+ million papers have been shared on this social media site. ResearchGate is a European site that started its journey as a commercial social networking platform.

The mission of Researchgate is to connect the world of science and make research open to all.

Advantages of the ResearchGate Account

Firstly, the researcher can see the publication list in their paper when shared with the Researchgate site.

Researchgate is a very familiar social media site for scholars, and the Alexa ranking is approximately 160 that less than 200. So, it is the most popular social media platform for researchers after Google scholar. 

Additionally, ResearchGate is an open-access social media site where anyone can read the paper without registration.

Also, ResearchGate has become a very famous platform for asking and answering questions. Anyone can ask any questions here, but new researchers ask a question regarding the publication and research discipline.

Further, ResearchGate provides stats and scores for researchers based on the activities. The score gets improve when the researcher performs well in four sections, such as publications, questions, answers, and followers. The score gets high when researchers ask more questions and answer more questions. It will also progress when they share more publications to this social media site and the number of followers increases.

ResearchGate Contact
  • Help Centre
  • ResearchGate GmbH, Administrators: Dr. Ijad Madisch, Dr. Sören Hofmayer
  • Register: HR Hannover B 202837, VAT-ID: DE258434568, Tel: +49 (0) 30 2000-51001.

Academia is a social media platform for sharing research papers. It has uploaded around 22 million academic papers. The number of registered users is 153,000,000+: 31 million researchers, academics, students, and professionals every month access this site to read papers.

Richard Price is the founder of Academia, who has completed his PhD at Oxford in philosophy. The mission of is to accelerate the world’s academic research.
Advantages of Account

Firstly, the Researcher can generate the APA, MLA and CHICAGO style of citation automatically. create citation while author uploads his or her paper here. is a totally free platform for the scholar to upload and download papers. The user needs to have an account here to upload the paper.  However, anyone can read the paper without having any account here.
Google Scholar
Google Scholar refers to the academic article publishing platform where researchers share peer-reviewed online academic journals and books, conference papers, theses and dissertations, preprints, abstracts, technical reports, and other scholarly literature, including court opinions and patents.
ORCID is another vital platform for connecting research and researchers together. Researchers may own and control forever ORCID iD that is totally free. ORCID iD distinguishes a researcher from every other researcher across disciplines, borders, and time. The researcher can use their iD with your professional information—affiliations, grants, publications, peer review, and so more.
Advantages of the ORCID iD

Firstly, researchers will be separated from every other researcher; even they share the same name.

The research outputs, contributions, and affiliations will be attributed or credited to the respective researcher correctly.

Finally, the ORCID iD and record is free forever.

Hofstede’s Cultural Dimensions- Hofstede’s 6 Cultural Dimensions Theory

Hofstede’s Cultural Dimensions- Hofstede’s Cultural Dimensions Theory. Also, Definition and Example of Six Cultural Dimensions.

Hofstede’s Cultural Dimensions Theory

Hofstede’s cultural dimensions theory is a framework for cross-cultural communication. It was developed in 1980 by Dutch management researcher Geert Hofstede. Hofstede’s cultural dimensions theory shows the effects of a society’s culture on the values of its members. It also shows how these values relate to behavior, using a structure derived from factor analysis. Hofstede’s 6 Cultural Dimensions are individualism-collectivism, power distance, uncertainty, masculine-feminine, high context-lower context, also monochronic- polychronic. Therefore, it is also known as the six cultural dimensions theory.

This cultural dimensions theory is beneficial to understand and change the work attitude of the organization, group, team members, and so on. Cultural conflict is also known as communication noise or barriers.

What is Culture?

Culture is a set of values, beliefs, attitudes, behaviors,  symbols, and norms shared by people in a society or community. The cultures vary from country to country and community to community. For example, Malaysian culture is not similar to Australian culture. Additionally, the culture of African Americans is not identical to White Americans.

Hofstede’s six Cultural Dimension

Hofstede’s 6 Cultural Dimensions are individualism-collectivism, power distance, uncertainty, masculine-feminine, high context-lower context, and monochronic- polychronic. It is also known as Hofstede’s theory.

Hofstede’s six Cultural Dimensions are
  1. Individualism – Collectivism
  2. Power Distance
  3. Uncertainty Avoidance
  4. Masculine – Feminine
  5. High Context – Lower Context
  6. Monochronic Time – Polychronic Time Hofstede's cultural dimensions - Hofstede's 6 Cultural Dimensions Theory. Hofstede's 6 Dimensions are Individualism– collectivism, Power distance, Uncertainty, Masculine–feminine, High context-lower context, Monochronic- polychronic.

Figure 1: Hofstede’s cultural dimensions – Hofstede’s 6 Cultural Dimension Theory

Hofstede’s Cultural Dimensions
1. Individualistic/ Collectivism

(Prefer to act independently or interdependently)

Individualism: Individualistic members like to work alone and seek credit for their own work. They value individual achievement and freedom. For example, people from the US, Australia, and Canada.

Collectivism: Collectivist members like to work in groups and try to help each other. Collectivist members may prefer face-to-face discussions instead of virtual discussions. Emphasize group identity—for example, people from Asian and Latin American countries.

Recommended adaptations

Hofstede’s cultural dimensions theory encourages collectivism. Make sure that individualistic members understand that they are part of a larger group; therefore, they need their input and participation to achieve a shared goal. Tuckman’s theory discusses more on how to avoid conflict during working together in a group. It also shows that how a group can achieve interdependent goal.

2. Power distance

(Extent of equity or status among members)

High power: Inequity between high- and low-status members. For example, people from Mexico, India, and Singapore.

Low power: Equity and interdependence among group members. For example, people from New Zealand and Denmark.

Recommended adaptations

According to Hofstede’s cultural dimensions theory, establish clear norms for member behavior. For example, to what extent will members participate in decision-making? How will specific tasks be assigned? How and by whom will members be evaluated? Also, Who will serve as leader(s)?

3. Uncertainty avoidance

(Extent of comfort in uncertain situations)

High uncertainty: Prefer rules, plans, and routines—for example, Japan, Belgium, Greece.

Low uncertainty: Comfortable with ambiguity and unpredictability. For instance, Jamaica, Hong Kong.

Recommended adaptations

According to Hofstede’s six dimensions theory, people need to provide clear instructions to the high uncertainty members while giving low uncertainty members opportunities to function unaided.

4. Masculinity – Feminists

(Concern for self success versus a focus on caring and sharing)

Masculine: Masculine-oriented members focus on the task and personal success. Assertive, decisive, dominant. For example, Japan, Venezuela, Italy.

Feminine: Feminine-oriented members focus on member relations and respect for others. Nurturing, cooperative. For example, Sweden, Norway, Denmark.

Recommended adaptations

According to Hofstede’s cultural dimensions theory, we need to persuade people to work together to achieve independent as well as interdependent goals.

5. High context – low context

(Directness of communication in specific circumstances)

High context: High context members consider background, interpersonal history, and nonverbal communication cues when communicating. Messages are implied and context-sensitive. For example, Japan, China, Greece, Mexico

Low Context: Low-context members want facts a clear, direct communication. Messages are explicit, factual, and objective. For example, England, the US, and Germany.

The high context – low context is the example of chronemics nonverbal communication.

Recommended adaptations

According to Hofstede’s six dimensions theory,  give high-context members time to review the information and react; demonstrates the value of going beyond “just facts” to deficient context members.

6. Monochronic Polychronic

(How people organize and value time)

Monochronic: Monochronic members focus on one task at a time and work hard to meet deadlines. Adhere to plans, schedules, and deadlines because time is valuable—for example, North American and Northern Europe.

Polychronic: Polychronic members are frequently late, do many things at once, are easily distracted, and tolerant of interruptions. Not obsessed with promptness or schedules because time is not highly valued—for example, Kenya, Argentina, African Americans.

Recommended adaptations

We should encourage monochromic members to take responsibility for time-sensitive tasks. However, it is believed that polychromic members will vary Punctual based on the nature and importance of a situation or relationship.