Donald H. Kluemper, Arjun Mitra and Siting Wang
Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners have sought…
Abstract
Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners have sought to begin an investigation of the myriad of ways that social media impacts organizations. To date, research evidence on a range of HR-related topics are just beginning to emerge, but are scattered across a range of diverse literatures. The principal aim of this chapter is to review the current literature on the study of social media in HRM and to integrate these disparate emerging literatures. During our review, we discuss the existent research, describe the theoretical foundations of such work, and summarize key research findings and themes into a coherent social media framework relevant to HRM. Finally, we offer recommendations for future work that can enhance knowledge of social media’s impact in organizations.
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It is widely established that many hiring managers view social networking websites (SNWs) such as LinkedIn and/or Facebook in the employment selection process, leading to the…
Abstract
Purpose
It is widely established that many hiring managers view social networking websites (SNWs) such as LinkedIn and/or Facebook in the employment selection process, leading to the acceptance or rejection of job applicants. Due to the rapid evolution of social media, scientific study of SNWs has been substantially outpaced by organizational practice. This chapter focuses on a wide range of issues related to SNW screening relevant to research and practice.
Design/methodology/approach
The chapter: (1) reviews the current state of SNW screening practices, (2) describes a wide range of HR issues that should be considered such as privacy, discrimination, negligent hiring, validity, reliability, generalizability, impression management, applicant reactions, and utility, (3) draws connections to related issues already addressed by established employment selection methods to inform SNW screening, (4) discusses pros and cons of potential SNW screening approaches, and (5) provides a framework of best practices that should be incorporated into social network screening policies.
Findings
As an emerging employment selection approach, SNW screening demonstrates potential as a rich source of applicant information, but includes numerous legal and ethical issues. Further, these potential benefits and risks vary widely depending on the approaches used.
Originality/value
Provides HR practitioners with a wide range of information necessary to develop an effective social network screening policy, while making the case for academics to pursue research in this nascent area.
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Donald H. Kluemper and Peter A. Rosen
The use of social networking web sites (SNWs), like Facebook and MySpace, has become extremely popular, particularly with today's emerging workforce. Employers, aware of this…
Abstract
Purpose
The use of social networking web sites (SNWs), like Facebook and MySpace, has become extremely popular, particularly with today's emerging workforce. Employers, aware of this phenomenon, have begun to use the personal information available on SNWs to make hiring decisions. The purpose of this paper is to examine the feasibility of using applicant personal information currently available on SNWs to improve employment selection decisions.
Design/methodology/approach
A total of 378 judge ratings (63 raters×6 subjects) are evaluated to determine if raters can reliably and accurately determine the big‐five personality traits, intelligence, and performance based only on information available on SNWs. Interrater reliability is assessed to determine rater consistency, followed by an assessment of rater accuracy.
Findings
Based solely on viewing social networking profiles, judges are consistent in their ratings across subjects and typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts.
Practical implications
Human resource (HR) professionals are currently evaluating social networking information prior to hiring applicants. Since SNWs contain substantial personal information which could be argued to cause adverse impact, academic studies are needed to determine whether SNWs can be reliable and valid predictors of important organizational criteria.
Originality/value
This paper is the first, as far as the authors are concerned, to address the use of SNWs in employment selection, despite their current utilization by HR practitioners.
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Porismita Borah, Kate Keib, Bryan Trude, Matthew Binford, Bimbisar Irom and Itai Himelboim
For many, the sole source for news content is social media, where passionate opinions are posted at an alarming speed. These opinions can cross the line from differing opinions…
Abstract
Purpose
For many, the sole source for news content is social media, where passionate opinions are posted at an alarming speed. These opinions can cross the line from differing opinions shared in a public forum onto uncivil dialogue and even hate speech. Such online discourse threatens democratic values and creates a hostile environment. The purpose of this paper is to examine such incivility using the case of four congresswomen known as “The Squad”.
Design/methodology/approach
The authors conducted a content analysis examining 20,563 replies to tweets sent by the four congresswomen. The social media data analysis and library, Brandwatch, was used to aggregate tweets posted by the four representatives, as well as all the replies posted to these tweets. The replies were coded to understand the types of incivility against each of the four congresswomen, whether the topics of a tweet can predict the types of incivility received in response, and the impact of Trump's tweet against the congresswomen.
Findings
The study findings show that the majority of replies contained uncivil language. The most common types of incivility are related to name-calling, stereotypes, threats to individual rights and vulgarity. Tweets about immigration and the Muslim ban, as well as tweets with negative tones received more replies. Following Donald Trump's Twitter attack on the representatives, replies to the congresswomen's tweets almost doubled. Mainly two types of incivility were observed to have increased significantly – the use of stereotypes and threats to individual rights.
Originality/value
The study examines incivility on Twitter against four black, indigenous and people of color (BIPOC) congresswomen as an exploratory case to observe and understand the growing phenomenon of uncivil language which feeds a polarized society and threatens democratic values. “The Squad” is more than an isosteric case study. It captures key changes in American politics. In the context of democratic discourse, the attack by the former president on these congresswomen and the response on social media address key issues of gender, religion and race in the United States.
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Jeff Foster, Thomas Stone, I.M. Jawahar, Brigitte Steinheider and Truit W. Gray
The authors introduce a new construct, reputational self-awareness (RSA). RSA represents the congruence between how individuals think they are viewed by others (i.e…
Abstract
Purpose
The authors introduce a new construct, reputational self-awareness (RSA). RSA represents the congruence between how individuals think they are viewed by others (i.e. metaperceptions) versus how they are actually viewed (i.e. other ratings). The authors sought to demonstrate that RSA is a superior predictor of performance indices.
Design/methodology/approach
Personality self-ratings from 381 business students and their ratings by 966 others were collected via online surveys. Other raters rated self-raters' personalities as well as their task performance, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs).
Findings
Results indicate that RSA predicts variance in performance above and beyond self-report ratings, and performance is highest when metaperceptions and other ratings of performance are aligned. These results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development.
Research limitations/implications
The authors' results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development. A cross-sectional design was used in which personality and performance data were gathered from respondents, and the P 720 is a relatively new personality instrument.
Practical implications
RSA is a valuable tool for employee development, coaching and counseling because, as extant research and the authors' findings demonstrate, awareness of how others view and judge one, one's reputation is essential information to guide work behaviors and career success. Therefore, a key career-development goal for trainers and counselors should be to use a multi-perspective approach to maximize clients' RSA.
Social implications
Use of other ratings as opposed to traditional self-rating of personality provides superior prediction of behavior and is more useful for career development.
Originality/value
This is the first study to demonstrate utility of RSA, i.e. that individuals who more accurately assess their personality are rated as performing better by others. The authors' results offer new insights for personality research and career development and support the use of personality assessment from multiple perspectives, thus enabling the exploration of potentially insightful research questions that cannot be examined by assessing personality from a single perspective.