The use of fourth party references in the selection process

IF 1.6 4区 心理学 Q3 PSYCHOLOGY, APPLIED
Katherine J. Roberto, Andrew F. Johnson, Anita Reed
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引用次数: 0

Abstract

This study identifies and defines the concept of fourth party references (FPRs) and their use and value in the selection process. FPRs are individuals identified by the employer as a potential source of information about an applicant by a source other than the applicant and without their direct prior consent or knowledge. Examining the logistical use and the importance of FPRs, participants indicated that they utilized FPRs routinely, sought them out early in the selection process, and placed high value on them. Women, younger participants, and those living in large cities were less likely to perceive ethical concerns with using FPRs.

在选择过程中使用第四方参考资料
本研究确定并定义了第四方参考(fpr)的概念及其在选择过程中的使用和价值。fpr是指雇主在未经申请人直接事先同意或知情的情况下,由申请人以外的其他来源确定为申请人的潜在信息来源的个人。在审查后勤使用和fpr的重要性时,参与者表示,他们经常使用fpr,在选择过程的早期就寻找它们,并高度重视它们。女性、年轻的参与者和那些生活在大城市的人不太可能意识到使用fpr的道德问题。
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来源期刊
Journal of Employment Counseling
Journal of Employment Counseling PSYCHOLOGY, APPLIED-
CiteScore
2.50
自引率
18.80%
发文量
30
期刊介绍: The Journal of Counseling & Development (JCD) is the quarterly flagship journal of the American Counseling Association. JCDpublishes articles that have broad interest for a readership composed mostly of counselors and other mental health professionals who work in private practice, schools, colleges, community agencies, hospitals, and government.
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