Is what you see what you get? Investigating the relationship between social media content and counterproductive work behaviors, alcohol consumption, and episodic heavy drinking

Becton, J. Bret; Walker, H. Jack; Schwager, Paul H.; Gilstrap, J. Bruce

doi:10.1080/09585192.2017.1314977

Cited by 17 publications

(13 citation statements)

References 56 publications

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“…The present study builds upon this initial work by content analyzing job seekers' SM sites to determine the types and prevalence of information available to organizations. In contrast to Becton et al (2019), we focus on a broader range of information that may be available on job seekers' SM sites and pose the following question:…”

Section: Study 1: Content Analysis Of Job Seeker Sm Informationmentioning

confidence: 99%

What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.

Zhang

Iddekinge

Arnold³

et al. 2020

Journal of Applied Psychology

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Many organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants. Despite this, very little empirical data exist concerning the SM information available to organizations or whether assessments of such information are a valid predictor of work outcomes. This multistudy investigation examines several critical issues in this emerging area. In Study 1, we conducted a content analysis of job seekers' Facebook sites (n ϭ 266) and found that these sites often provide demographic variables that U.S. employment laws typically prohibit organizations from using when making personnel decisions (e.g., age, ethnicity, and religion), as well as other personal information that is not work-related (e.g., sexual orientation, marital status). In Study 2 (n ϭ 140), we examined whether job seekers' SM information is related to recruiter evaluations. Results revealed that various types of SM information correlated with recruiter judgments of hireability, including demographic variables (e.g., gender, marital status), variables organizations routinely assess (e.g., education, training, and skills), and variables that may be a concern to organizations (e.g., profanity, sexual behavior). In Study 3 (n ϭ 81), we examined whether structuring SM assessments (e.g., via rater training) affects criterion-related validity. Results showed that structuring SM assessments did not appear to improve the prediction of future job performance or withdrawal intentions. Overall, the present findings suggest that organizations should be cautious about assessing SM information during the staffing process.

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Section: Study 1: Content Analysis Of Job Seeker Sm Informationmentioning

confidence: 99%

What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.

Zhang

Iddekinge

Arnold³

et al. 2020

Journal of Applied Psychology

View full text Add to dashboard Cite

show abstract

“…Additionally, because the use of social media is a relatively new phenomenon, there are questions about the validity of these practices (Brown and Vaughn, 2011;Davison et al, 2011;Roth et al, 2016) as much of the information gleaned from social media is not job related (Gurchiek, 2014). To date, however, only a handful of empirical studies have addressed this issue, and the evidence is mixed (cf., Becton et al, 2017;Kluemper and Rosen, 2009;Park et al, 2015;Stoughton et al, 2013;Van Iddekinge et al, 2016;Youyou et al, 2015). Furthermore, much of the recent research on SNWs has focused on their use to find job candidates online but not on the use of SNW information as a post-application tool (Ollington et al, 2013), so less is known about how this information is used to screen applicants.…”

mentioning

confidence: 99%

Social media snooping on job applicants

Becton

Walker

Gilstrap³

et al. 2019

Self Cite

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Purpose The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire. Design/methodology/approach Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant. Findings Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications. Originality/value Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.

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“…On that ground, one would assume instructors' positive perceptions and feelings about learners' media usage in the class to be reflected in favourable actions.Although motivation is a potent indicator of the reason that learners interact in the classroom, it doesn't show how learners feel about that interaction. JB Becton, HJ Walker, P Schwager and JB Gilstrap [53] identified motivation as being the effort to maintain and initiate an engagement in education. The attitudes significance is particularly relevant to online communication; in such a way, Arthurhypothesize here about motivations besides attitudes.…”

Section: Attitude Towards Usementioning

confidence: 99%

Applying Communication Theory to Structure and Evaluate the Social Media Platforms in Academia

Al-Maatouk¹,

Othman²,

Alsayed³

et al. 2020

IJATCSE

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The aim of this research was to reduce the dissimilarities in the literature regarding the use of social media platforms (SMPs) for training and its impact on students' satisfaction and academic performance in higher education institutions. The main method of data collection for Communication Theory (CT) was a questionnaire survey. This research hypothesizes that CT applied to social media platforms for learning will affect online communication, motives to communicate, communication self-efficacy and attitude towards usethat in turn improve students' satisfaction and students' academic performance. The data collection questionnaire was conducted with 309 students familiar with social media platforms. Quantitative structural equation modeling was employed to analyze the results. A significant relationship was found between online communication, motives to communicate, communication self-efficacy and attitude towards usefeatures with TC for utilizing social media platforms for academic purposes that positively affected satisfaction and academic performance. Therefore, the study indicates that TC theory to use social media improve the collaborative learning of students and enable them to efficiently share knowledge, information, and discussions. We recommend that students utilize social media platforms in pursuit of their educational goals. Educators should also be persuaded to incorporate social media platforms into their classes at higher education institutions.

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Is what you see what you get? Investigating the relationship between social media content and counterproductive work behaviors, alcohol consumption, and episodic heavy drinking

Cited by 17 publications

References 56 publications

What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.

What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.

Social media snooping on job applicants

Applying Communication Theory to Structure and Evaluate the Social Media Platforms in Academia

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