Job applicants and incumbents often use social media for personal communications allowing for direct observation of their social communications "unfiltered" for employer consumption. As such, these data offer a glimpse of employees in settings free from the impression management pressures present during evaluations conducted for applicant screening and research purposes. This study investigated whether job applicants' (N=175) personality characteristics are reflected in the content of their social media postings. Participant self-reported social media content related to (a) photos and text-based references to alcohol and drug use and (b) criticisms of superiors and peers (so-called "badmouthing" behavior) were compared to traditional personality assessments. Results indicated that extraverted candidates were prone to postings related to alcohol and drugs. Those low in agreeableness were particularly likely to engage in online badmouthing behaviors. Evidence concerning the relationships between conscientiousness and the outcomes of interest was mixed.
"Conscientiousness describes people who are organized, responsible , and hard-working. They tend to use Facebook less frequently than people who are lower in conscientiousness (Gosling et al., 2011), but when they do use it, conscientious individuals are diligent and discreet: they have more Facebook friends (Amichai- Hamburger & Vinitzky, 2010), they avoid badmouthing people (Stoughton et al., 2013), and they are less likely to post on Facebook to seek attention or acceptance (Seidman, 2013). Thus, we predicted that conscientiousness would be positively associated with updating about inoffensive, ''safe'' topics (i.e., social activities and everyday life), which would be mediated by the lower tendency of using Facebook for validation (Hypothesis 5). "
[Show abstract][Hide abstract] ABSTRACT: Status updates are one of the most popular features of Facebook, but few studies have examined the traits and motives that influence the topics that people choose to update about. In this study, 555 Facebook users completed measures of the Big Five, self-esteem, narcissism, motives for using Facebook, and frequency of updating about a range of topics. Results revealed that extraverts more frequently updated about their social activities and everyday life, which was motivated by their use of Facebook to communicate and connect with others. People high in openness were more likely to update about intellectual topics, consistent with their use of Facebook for sharing information. Participants who were low in self-esteem were more likely to update about romantic partners, whereas those who were high in conscientiousness were more likely to update about their children. Narcissists’ use of Facebook for attention- seeking and validation explained their greater likelihood of updating about their accomplishments and their diet and exercise routine. Furthermore, narcissists’ tendency to update about their accomplishments explained the greater number of likes and comments that they reported receiving to their updates.
[Show abstract][Hide abstract] ABSTRACT: Purpose
Social networking websites such as Facebook allow employers to gain information about applicants which job seekers may not otherwise share during the hiring process. This multi-study investigation examined how job seekers react to this screening practice.
Study 1 (N=175) employed a realistic selection scenario examining applicant reactions to prospective employers reviewing their social networking website. Study 2 (N=208) employed a simulated selection scenario where participants rated their experience with a proposed selection process.
In Study 1, social networking website screening caused applicants to feel their privacy had been invaded which ultimately resulted in lower organizational attraction. Applicants low in agreeableness had the most adverse reactions to social networking website screening. In Study 2, screening again caused applicants to feel their privacy had been invaded, resulting in lower organizational attraction and increased intentions to litigate. The organization’s positive/negative hiring decision did not moderate the relationship between screening and justice.
The results suggest organizations should consider the costs and benefits of social media screening which could reduce the attractiveness of the organization. Additionally, applicants may need to change their conceptualization of social networking websites, viewing them through the eyes of a prospective employer.
This investigation proposed and tested an explanatory model of the effects of screening practices on organizational outcomes demonstrating how electronic monitoring, privacy, and applicant
reactions can be integrated to better understand responses to technological innovations in the workplace.
Journal of Business and Psychology 11/2013; 30(1):73-88. DOI:10.1007/s10869-013-9333-6 · 1.25 Impact Factor
[Show abstract][Hide abstract] ABSTRACT: n this exploratory study, we examine young adult undergraduates’ (n = 448) opinions regarding the use of social media for employment decisions, a practice that has been highlighted in the popular press and recent legal cases. Most of the young adults in our sample were not in support of this practice (only one third were), and most expressed a liberal view of what should be permissible for posting on social media without the threat of job termination (e.g., less than half believed that posting illegal sexual behavior online should result in termination). Additionally, those who were most opposed to using social media in employment decisions were older, had less self-control, were more endorsing of the hookup culture, and were more open to experience. We discuss these findings with regard to current social media/work life issues, suggesting that: (1) these opinions may affect companies and legal entities who are developing social media policies, but also (2) that young adults need to be aware that regardless of their opinions on the practice, their social media use could have long-term effects on their careers.
Computers in Human Behavior 05/2015; 46:123-128. DOI:10.1016/j.chb.2015.01.011 · 2.69 Impact Factor
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