The moderating influence of personality on individual outcomes of social networks

Regts, Gerdien; Molleman, Eric

doi:10.1111/joop.12147

Cited by 11 publications

(7 citation statements)

References 134 publications

(165 reference statements)

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“…There has also been a comparison of the use of social media and the neurotic and extraversion characteristic of employees, which give similar results (Regts & Mollenman, 2016). Social media and personality tests can both predict future employees' performance because they are a reflection of the unconsciousness of the employee (Regts et al, 2016). In contrast, these results can be inaccurate because applicants can always fake information, such as showing extraversion characteristics online while lacking them in real life (Regts et al, 2016).…”

Section: The Use Of Sns Allows Employers To Predict Job Performancementioning

confidence: 99%

Use of Social Networking Sites for Recruiting and Selecting in the Hiring Process

Villeda¹,

McCamey²

2019

IBR

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Business’ departments are already taking advantage of the convenience of technology, while global competition continues to demand creativity in terms of how employers acquire human capital. Thus leading to the question, how can employers take full advantage of technology in the hiring process? For instance, social networking sites (SNS) are being explored as an additional tool for recruiting and selecting the best-suited employees. Even though all types of businesses are taking the initiative to attempt the integration of SNS into their hiring process, many may still lack understanding on how candidate experience influences employer brand image, in addition to its actual benefits and risks. Through the analysis of peer-reviewed journals and other reliable sources concerning the effect of SNS on recruiting and selecting employees, we have found many benefits in the recruiting process, while SNS used in the selecting process could bring further challenges to employers. For instance, lower cost and time per hired employee, ability to reach a high number of possible applicant especially younger generations, ability to attract passive job applicants, and the inclusion of a supplementary method for employee performance predictions are the most important benefits SNS presents to the overall hiring process. On the contrary, legal issues, inability to attract a diverse pool of candidates, the lack of reliability and validity of such platforms, and the overall accuracy of information obtained are risks and pitfalls of the combination of SNS and the hiring process. After examination, we conclude that SNS should be used in recruiting and selecting of employees, but employers should not solely rely on such platforms. Employers greatly benefit from the unbiased information concerning SNS, but as time progresses and processes evolve, further research is always needed in order to reinforce or challenge earlier findings.

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Section: The Use Of Sns Allows Employers To Predict Job Performancementioning

confidence: 99%

Use of Social Networking Sites for Recruiting and Selecting in the Hiring Process

Villeda¹,

McCamey²

2019

IBR

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“…The structural properties of networks play an important role in creating and shaping group identity (Jones and Volpe, 2011). A well-known indicator for embeddedness in a social network is network centrality (Regts and Molleman, 2016). Network centrality is the most prominent network characteristic, owing to its demonstrated impact on social power and structural influence (Marsden, 2002).…”

Section: Impact Of Community Identification On Member-level Benefitsmentioning

confidence: 99%

“…The network provides potential channels through which important opportunities may be created and shared among members. As noted by Regts and Molleman (2016), advantageous structural positions in a social network provide opportunities for members. Because of their better social ties, members in the network have better opportunities to access resources, and such advantage can be represented as social capital .…”

Section: Managerial Implications and Limitationsmentioning

confidence: 99%

Brand community identification matters: a dual value-creation routes framework

Chang

Huang

et al. 2019

JPBM

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Purpose A brand community consists of relationships between a brand and consumers; community members’ identiﬁcation with the brand community is a central characteristic of the community. This study aims to provide a comprehensive conceptual framework to investigate how and why such identification-based relationships yield firm- and member-level benefits to participants in the brand community. Design/methodology/approach This cross-sectional study analyzes data collected through a questionnaire survey of members from the brand community of VW-Golf Club members in Taiwan. The researchers attended the annual meeting of club members and handed out questionnaires directly to the members. The degree centrality of each member was calculated using UCINET 6 for Windows, a social network analysis software application. This study adopts the partial least squares program to evaluate the measurement properties and structural relationships specified in the research model. Findings The findings suggest that when customers’ identification with a brand community becomes salient, they strengthen their emotional attachment to the brand and improve their centrality in the network. Consequently, emotional attachment can serve as a guiding principle in decision-making and thus strengthen brand equity and assessment of brand extensions. Central members will also gain greater benefits, including collaborative opportunities and influence, through their advantageous position in the network. Originality/value This study makes four main contributions to the brand community literature. First, this is the first empirical study to simultaneously examine the relationships among community identification (customer to community), emotional attachment to the brand (customer to brand) and network centrality (customer to customer). Second, the empirical framework depicts dual value-creation routes that explain how identification-based relationships can yield firm- and member-level benefits. With respect to firm-level benefits, this is the first empirical study to examine the brand equity and assessment of brand extension in the brand community research. Third, this study applies the rarely adopted UCINET 6 software to scrutinize the network data from the brand community. Finally, this paper examines three actions that organizations can leverage to enhance consumer identification with a brand community.

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“…Utilizing data from socio-centric networks, various studies have documented that extroverts tend to have a greater centrality in friendship networks (Feiler & Kleinbaum, 2015), advice networks (Klein et al, 2004;Regts & Molleman, 2016), and adversarial networks (Klein et al, 2004). Extroverts are especially active in networks and generally obtain higher scores in out-degree centrality (Selden & Goodie, 2018).…”

Section: Extraversionmentioning

confidence: 99%

Personal networks and psychological attributes: Exploring individual differences in personality and sense of community and their relationship to the structure of personal networks

Jariego

Letina

Tinoco

2019

Net Sci

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The paper explores the relationship between personality characteristics, sense of community and the structure of personal networks. We collected personal network data from 100 adults, consisting of the information about their 45 alters and ties among them. In addition to the typically used bivariate correlations to analyze the relationship between individual psychological differences and network structure, we propose first the use of typologies of networks and personality and second modified versions of the triadic census in ego-networks. The results show that different personality types tend to occupy a different kind of networks and that newly introduced triadic measures show a relatively higher association with examined psychological attributes than global network measures. Overall, the Psychological Sense of Community showed higher associations with network measures than Big Five personality traits. The former was positively correlated with measures of closed triads among alters, but also with alters embedded in triads with weak ties. Regarding personality traits, Emotional Stability was positively correlated with strong closed triads and with the overall indicator of density. The elaboration of typologies and the census of triads are shown to be effective strategies for the description of personal networks, as well as for the analysis of individual psychological differences.

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The moderating influence of personality on individual outcomes of social networks

Cited by 11 publications

References 134 publications

Use of Social Networking Sites for Recruiting and Selecting in the Hiring Process

Use of Social Networking Sites for Recruiting and Selecting in the Hiring Process

Brand community identification matters: a dual value-creation routes framework

Personal networks and psychological attributes: Exploring individual differences in personality and sense of community and their relationship to the structure of personal networks

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