Is There a Technology Age Gap? Associations Among Age, Skills, and Employment Outcomes

Perry, Elissa L.; Simpson, Patricia; NicDomhnaill, Orla M.; Siegel, Deanna M.

doi:10.1111/1468-2389.00237

Cited by 12 publications

(8 citation statements)

References 27 publications

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“…First, emerging adults could feel more pressure to use privacy settings because they are in the job-seeking process and they do not want employers to find personal information of them on Facebook (Steijn, 2014). Second, younger users are generally described as tech savvy and therefore possibly often early adopters of new features of SNSs (Bolton et al, 2013; Perry, Simpson, NicDomhnaill, & Siegel, 2003). Because a lot of Facebook privacy features were launched recently (e.g.…”

Section: Discussionmentioning

confidence: 99%

Older and Wiser? Facebook Use, Privacy Concern, and Privacy Protection in the Life Stages of Emerging, Young, and Middle Adulthood

Broeck

Poels

Walrave

2015

Social Media + Society

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A large part of research conducted on privacy concern and protection on social networking sites (SNSs) concentrates on children and adolescents. Individuals in these developmental stages are often described as vulnerable Internet users. But how vulnerable are adults in terms of online informational privacy? This study applied a privacy boundary management approach and investigated Facebook use, privacy concern, and the application of privacy settings on Facebook by linking the results to Erikson's three stages of adulthood: emerging, young, and middle adulthood. An online survey was distributed among 18-to 65-year-old Dutch-speaking adults (N = 508, 51.8% females). Analyses revealed clear differences between the three adult age groups in terms of privacy concern, Facebook use, and privacy protection. Results indicated that respondents in young adulthood and middle adulthood were more vulnerable in terms of privacy protection than emerging adults. Clear discrepancies were found between privacy concern and protection for these age groups. More particularly, the middle adulthood group was more concerned about their privacy in comparison to the emerging adulthood and young adulthood group. Yet, they reported to use privacy settings less frequently than the younger age groups. Emerging adults were found to be pragmatic and privacy conscious SNS users. Young adults occupied the intermediate position, suggesting a developmental shift. The impact of generational differences is discussed, as well as implications for education and governmental action.

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Section: Discussionmentioning

confidence: 99%

Older and Wiser? Facebook Use, Privacy Concern, and Privacy Protection in the Life Stages of Emerging, Young, and Middle Adulthood

Broeck

Poels

Walrave

2015

Social Media + Society

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“…By using the job-search websites, job seekers can post their resumes online and conduct job searches by assessing a continuously expanding database of jobs. Job-search websites can overcome time and spatial barriers as well as provide convenience, cost savings, and effective solutions for both employers and job seekers (Miller, 2001;Pearce & Tuten, 2001;Perry, Simpson, NicDomhnaill, & Siegel, 2003;Tomlinson, 2002). However, the many challenges include (1) the potentially limited applicant pool because the Internet is not the first choice for all job seekers, (2) exclusion of those who do not search for jobs online, e.g., online recruitment services suitable for information technology (IT) jobs and for young graduates, and (3) insufficient or inappropriate information, e.g., corporate recruitment guidelines not written in a web friendly style (CIPD, 2006).…”

Section: Introductionmentioning

confidence: 99%

Applicability of the Extended Theory of Planned Behavior in Predicting Job Seeker Intentions to Use Job‐Search Websites

Lin

2010

Int J Selection Assessment

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Although use of the Internet for job searching is rapidly increasing, the motivations for using electronic recruitment (e-recruitment) services by job seekers have seldom been addressed. Derived from the extended theory of planned behavior, this study develops a research model for the empirical examination of factors affecting job seeker intentions to use job-search websites. Utilizing data collected from 174 participants in Taiwan, various relationships in the research model are tested using structural equation modeling approach. The results showed that job seeker attitude, subjective norm, and perceived behavioral control significantly affected their intentions to use job-search websites. Also, perceived usefulness and perceived ease of use showed a significant effect on attitude, interpersonal influence on subjective norm, and perceived ease of use and self-efficacy on perceived behavioral control. However, external influence was found to be an insignificant predictor of subjective norm. In addition to providing further insight into the factors that influence job seeker intentions to use jobsearch websites, this study offers valuable suggestions for subsequent research and practitioners investigating the use of e-recruitment services.

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“…The literature on age diversity places a theoretical emphasis on negative predictions (Shore et al, ). The predominant theoretical perspectives are related to older worker stereotypes (DeArmond et al, ; Maurer & Rafuse, ), age discrimination (Perry, Simpson, NicDomhnaill, & Siegel, ), social identity, and organizational demography (Ostroff, Atwater, & Feinberg, ). A stream of this literature examines the role of age perceptions, including self‐perceptions of age or perceived age relative to the work group or manager (e.g., Burke, Cooper & Field, ; Shore, Cleveland, & Goldberg, ).…”

Section: Key Themes In the Field Of Diversity And Inclusion Managementmentioning

confidence: 99%

Guest Editors' Introduction: Diversity and Inclusion in Different Work Settings: Emerging Patterns, Challenges, and Research Agenda

Theodorakopoulos

Budhwar

2015

Human Resource Management

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The purpose of this paper is to analyze and highlight the developments in the current scholarship on managing diversity and inclusion (D&I) and provide insights for future research. While doing so the paper advances our understanding of 'what matters' in this field, through the integration of different literature concerning the dimensions of D&I. It also provides a neoinstitutionalist framework, which locates different themes in the D&I, scholarship to assist in further development of the field. It argues for a consideration of enquiry in D&I from a neoinstitutionalist perspective to encourage interdisciplinarity and align with broader social science research in human resource management (HRM) and development, highlighting the complexity involved in the theorizing of D&I management in organizations. Specifically, we argue for the need of engaging with a variety of stakeholders concerned with the management of D&I, to enable cross-fertilization of theories and mixing methods for future research designs. The paper also introduces the manuscripts included in this special issue and build on them as well to develop the future research agenda.

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Is There a Technology Age Gap? Associations Among Age, Skills, and Employment Outcomes

Cited by 12 publications

References 27 publications

Older and Wiser? Facebook Use, Privacy Concern, and Privacy Protection in the Life Stages of Emerging, Young, and Middle Adulthood

Older and Wiser? Facebook Use, Privacy Concern, and Privacy Protection in the Life Stages of Emerging, Young, and Middle Adulthood

Applicability of the Extended Theory of Planned Behavior in Predicting Job Seeker Intentions to Use Job‐Search Websites

Guest Editors' Introduction: Diversity and Inclusion in Different Work Settings: Emerging Patterns, Challenges, and Research Agenda

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