Big Four LinkedIn Dimensions: Signals of Soft Skills?

IF 2.4 3区 心理学 Q2 PSYCHOLOGY, APPLIED
José C. Andrés, David Aguado, Antonio L. García-Izquierdo
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引用次数: 0

Abstract

The use of LinkedIn as a tool in the recruitment and selection process has become routine in human resource management. However, a major drawback of such an approach is the lack of systematic and rigorous inferences on the psychological characteristics of the candidates. Calls have been made by scholars for further research on the psychometric guarantee of LinkedIn as a tool in the selection process. This study adopts signalling theory as a framework for exploring how LinkedIn profile information signals a candidate’s soft skills. Using a sample of 169 ITC professionals, through a cross-sectional design, soft skills were measured by means of a self-report questionnaire and LinkedIn profiles were assessed using rubrics for measuring the LinkedIn Big Four. Our findings demonstrate that LinkedIn Big Four Breadth of Professional Experience and Social Capital are valid signals of leadership, communication, problem solving, entrepreneurial and commercial thinking, planning and organization, and teamwork. We discuss the practical and theoretical implications of our results.
领英四大维度:软技能的信号?
在招聘和选择过程中使用LinkedIn作为工具已经成为人力资源管理的常规。然而,这种方法的一个主要缺点是缺乏对候选人心理特征的系统和严格的推断。学者们呼吁进一步研究LinkedIn作为一种选择工具的心理测量保证。本研究采用信号理论作为框架来探索LinkedIn个人资料信息如何信号候选人的软技能。通过横断面设计,以169名ITC专业人员为样本,通过自我报告问卷来衡量软技能,并使用衡量LinkedIn四大的标准来评估LinkedIn个人资料。我们的研究结果表明,LinkedIn四大专业经验广度和社会资本是领导力、沟通能力、解决问题能力、创业和商业思维、计划和组织能力以及团队合作能力的有效信号。我们讨论了我们的结果的实践和理论意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
4.90
自引率
16.10%
发文量
11
审稿时长
36 weeks
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