The duration of using modern organizational social media as information technology-based interventions for employees' work engagement will be of great importance.  Thus, the present study aimed to investigate the moderating role of the duration of using enterprise social media for work engagement in the relationship between stress and work engagement. The research is descriptive-survey and correlation type based on the purpose of the applied type and in terms of method. In order to verify the hypothesis and answer the research problem, a 26-item questionnaire was developed. The design of the questionnaire is on the basis of the Likert scale that has seven options. The statistical population was Sadaf Delijan Holding, which includes managers and experts of all subsidiary units of this company, and the numbers of samplings were determined by Cochran's 226 formula. Data analysis was conducted after simple random distribution and collection of questionnaires. Correlation tests were used for the examination of the relationship between variables, and then regression tests were used for the examination of the effect of variables on each other. The research model was tested on the basis of 226 valid responses that were collected through an online questionnaire in Sadaf Industrial Group of Delijan. The results showed: challenge stressors are positively related to work engagement, while hindrance stressors are negatively related to work engagement. In addition, the relationship between challenging stressors and work engagement shows a U-shaped effect under the influence of the moderator of the duration of the use of enterprise social media of the work organization, but shows an inverted U-shaped effect under the influence of the moderator of the duration of the use of enterprise social media of the work organization. Finally, under the moderating influence of the duration of use of non-work social media of work organization, the relationship between obstacles to stress and work engagement also shows a U-shaped effect. Managers can design rules to limit non-work use of organizational social media to reasonable levels that benefit both challenging and inhibiting stress employees. On the other hand, employees with challenging stress and employees with inhibitory stress have different ideal levels of non-work use of organizational social media. Workers experiencing inhibiting stress may need a relatively higher level of time spent using non-work organizational social media than workers experiencing challenging stress in order to achieve optimal levels of work engagement.