这不公平！申请人对个人和专业社交媒体筛选的反应相似吗？

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2022-08-08 DOI:10.1080/08959285.2022.2110104

Natalie Armenteros, Aniqa Hatem, Laura M. Heron, C. Viswesvaran

{"title":"这不公平！申请人对个人和专业社交媒体筛选的反应相似吗？","authors":"Natalie Armenteros, Aniqa Hatem, Laura M. Heron, C. Viswesvaran","doi":"10.1080/08959285.2022.2110104","DOIUrl":null,"url":null,"abstract":"ABSTRACT The use of social media in selection processes to gather information about job candidates is a heavily debated and controversial topic. However, research that focuses on whether applicant reactions differ when social networking sites (SNSs) are screened is limited. This study used a quasi-experimental design to examine perceptions of face validity, predictive validity, and test fairness when personal (Facebook or Twitter) versus professional (LinkedIn) profiles are screened. The moderating role of self-monitoring was also explored. Findings demonstrated that applicants react negatively to screenings involving personal SNSs. High self-monitors had favorable face validity and predictive validity reactions to a professional SNS screening, but the opposite effect was found for personal SNSs. Practical implications for organizations and future directions for research are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"35 1","pages":"241 - 260"},"PeriodicalIF":2.9000,"publicationDate":"2022-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":"{\"title\":\"It’s Not Fair! Are Applicant Reactions to Personal and Professional Social Media Screenings Similar?\",\"authors\":\"Natalie Armenteros, Aniqa Hatem, Laura M. Heron, C. Viswesvaran\",\"doi\":\"10.1080/08959285.2022.2110104\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"ABSTRACT The use of social media in selection processes to gather information about job candidates is a heavily debated and controversial topic. However, research that focuses on whether applicant reactions differ when social networking sites (SNSs) are screened is limited. This study used a quasi-experimental design to examine perceptions of face validity, predictive validity, and test fairness when personal (Facebook or Twitter) versus professional (LinkedIn) profiles are screened. The moderating role of self-monitoring was also explored. Findings demonstrated that applicants react negatively to screenings involving personal SNSs. High self-monitors had favorable face validity and predictive validity reactions to a professional SNS screening, but the opposite effect was found for personal SNSs. Practical implications for organizations and future directions for research are discussed.\",\"PeriodicalId\":47825,\"journal\":{\"name\":\"Human Performance\",\"volume\":\"35 1\",\"pages\":\"241 - 260\"},\"PeriodicalIF\":2.9000,\"publicationDate\":\"2022-08-08\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Performance\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://doi.org/10.1080/08959285.2022.2110104\",\"RegionNum\":4,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Performance","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/08959285.2022.2110104","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 1

摘要

摘要在选拔过程中使用社交媒体来收集求职者的信息是一个备受争议的话题。然而，关注申请人在筛选社交网站时反应是否不同的研究有限。这项研究使用了一种准实验设计，在筛选个人（脸书或推特）和专业（领英）档案时，考察了对人脸有效性、预测有效性和测试公平性的看法。还探讨了自我监督的调节作用。调查结果表明，申请人对涉及个人社交网络的筛选反应消极。高自我监控对专业SNS筛查有良好的面部有效性和预测有效性反应，但对个人SNS却有相反的效果。讨论了对组织的实际意义和未来研究方向。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

查看原文本刊更多论文

It’s Not Fair! Are Applicant Reactions to Personal and Professional Social Media Screenings Similar?

ABSTRACT The use of social media in selection processes to gather information about job candidates is a heavily debated and controversial topic. However, research that focuses on whether applicant reactions differ when social networking sites (SNSs) are screened is limited. This study used a quasi-experimental design to examine perceptions of face validity, predictive validity, and test fairness when personal (Facebook or Twitter) versus professional (LinkedIn) profiles are screened. The moderating role of self-monitoring was also explored. Findings demonstrated that applicants react negatively to screenings involving personal SNSs. High self-monitors had favorable face validity and predictive validity reactions to a professional SNS screening, but the opposite effect was found for personal SNSs. Practical implications for organizations and future directions for research are discussed.

求助全文

通过发布文献求助，成功后即可免费获取论文全文。去求助

来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.