Use of Social Networking Websites on Applicants’ Privacy

Black, Stephanie L.; Stone, Dianna L.; Johnson, Andrew F.

doi:10.1007/s10672-014-9245-2

Cited by 44 publications

(47 citation statements)

References 58 publications

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“…In a privacy model of factors that impact applicants' reactions to the use of social media websites in the employment process, individual, procedural, socio-cultural, and information factors impact beliefs about ability and consequences of controlling or not controlling SNS data (Black et al, 2015). In our study, we complement this privacy model.…”

Section: Implications For Researchmentioning

confidence: 99%

“…HR departments are increasingly turning to social networks for this information-sometimes even requesting applicants' login information (O'Dell, 2012). However, requiring access to applicants' social networks and the activities occurring therein-a practice currently legal in 29 U.S. states (Deschenaux, 2015)-will likely induce strong moral reactions in job candidates due to a potential loss of personal privacy (Black, Stone, & Johnson, 2015). Several scholars have urged caution about using social network information for screening job applicants because of these perceived privacy violations (Clark & Roberts, 2010;Davison, Maraist, & Bing, 2011;Drake, 2016;Lucero, Allen, & Elzweig, 2013;, while managers argue that one needs to use social network information as a pre-employment screen to protect employers from hiring unfit applicants (Clark & Roberts, 2010).…”

Section: Introductionmentioning

confidence: 99%

“…Privacy research in particular has focused more on concerns for privacy and paid little attention to individuals' ethical decision making and actions to protect privacy (Belanger & Crossler, 2011;Smith et al, 2011) in spite of the fact that privacy violations are considered immoral and sometimes illegal (Moore, 2010). One exception is the privacy model (Black et al, 2015) in which norms about privacy and ethical beliefs about violations therein affect job candidates' behavior. However, little empirical evidence has validated the model.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Integrating the Expanded Task-technology Fit Theory and the Technology Acceptance Model: A Multi-wave Empirical Analysis

Drake¹,

Hall²,

Becton³

et al. 2023

THCI

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Abstract:For human resource (HR) departments, screening job applicants is an integral role in acquiring talent. Many HR departments have begun to turn to social networks to better understand job candidates' character. Using social networks as a screening tool might provide insights not readily available from resumes or initial interviews. However, requiring access to an applicants' social networks and the private activities occurring therein-a practice currently legal in 29 U.S. states (Deschenaux, 2015)-could induce strong moral reactions from the job candidates because of a perceived loss of information privacy. Subsequently, such disclosure requests could induce job candidates to respond in a multitude of ways to protect their privacy. Given that an estimated 2.55 billion individuals will use social media worldwide by 2017 (eMarketer, 2013), the repercussions from requests for access social media environments have potentially far-reaching effects. In this research, we examine how one such disclosure request impacted six information privacy protective responses (IPPRs) (Son & Kim, 2008) based on the job candidates' perceived moral judgment and the perceived moral intensity of the HR disclosure request. These responses occurred when we asked respondents to provide personal login information during a hypothetical interview. By modeling data derived from a sample of 250 participants in PLS-SEM, we found that the five IPPRs (i.e., refusal, negative word of mouth, complaining to friends, complaining to the company, and complaining to third parties) were all significant responses when one judged the request to be immoral and perceived the moral intensity concept of immediate harm. The amount of variance explained by these five IPPRs ranged from 17.7 percent to 38.7 percent, which indicates a solid initial foundation from which future research can expand on this HR issue. Implications for academia and practice are discussed.

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Section: Implications For Researchmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Integrating the Expanded Task-technology Fit Theory and the Technology Acceptance Model: A Multi-wave Empirical Analysis

Drake¹,

Hall²,

Becton³

et al. 2023

THCI

View full text Add to dashboard Cite

show abstract

“…With the use of information from SNSs such as Facebook to evaluate job applicants, which is generally considered as personal social networking site, organizations could violate confidentiality rights by holding deceptive or wrong information regarding candidates, or potentially confidential information that hiring managers are unable to query because of pertinent service laws [9,[18][19][20]. The use of SNSs by hiring managers to examine job candidates is a swiftly increasing practice [29], as recruiters require additional information beyond the resume and want to avoid negligent hiring [30]. In a survey of 300 recruiters conducted by Swallow [31], 69% of hiring professionals said they discarded job applicants based on SNS profile contents.…”

Section: The Role Of Social Networking Information In Pre-employmentmentioning

confidence: 99%

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

et al. 2020

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This study was aimed at identifying the role of social networking information (SNI) on pre-employment background checks (PBCs) of job applicants involving a single mediating variable, sustainable organizational reputation (SOR). In addition to that, we conducted a multi-group analysis to examine whether the direct and mediating effects were stronger in terms of gender difference. For investigation, a structured questionnaire was utilized to collect data from 1138 respondents working as hiring professionals in Bangladesh applying purposive sampling. Finally, 798 valid samples were considered. Structural equation modeling was applied using AMOS 24 to test the hypothesized relationships. The results indicated that SNI is positively and significantly related to PBCs. Additionally, it was revealed that SOR can partially mediate the direct relationship between SNI and PBCs. Furthermore, the study did not reveal any noteworthy gender differences influencing these relationships. The paper is expected to assist academicians involved in investigating pre-selection background checks and hiring professionals looking for further academic references to formulate a proper social media background policy.

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“…The model also indicates that informational factors (e.g., information type), individual factors (e.g., work experience), and socio-cultural factors influence the factors noted above. To date, research has found support for many of the predicted relations in the model (Black, Stone, & Johnson, 2015), and research in management information systems (MIS) has found indirect support for two factors in it. Research has revealed that privacy concerns form because of 1) individual values regarding privacy and 2) situational cues that enable people to assess the consequences of information disclosure (Xu, Dinev, Smith, & Hart, 2008).…”

Section: Privacy Policiesmentioning

confidence: 99%

Impact of Human Resource Information System Policies on Privacy

Lukaszewski

Stone²,

Johnson³

2016

THCI

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Abstract:Organizations are increasingly using human resource information systems (HRIS) to collect and store employee data to enhance employment decision making. In this paper, using a 2 x 2 x 2 experimental design, we 1) examine the effects of three HRIS policies on employees' perceptions of invasion of privacy, 2) assess the moderating effects of amount of work experience on the relations between these HRIS policies and employees' perceptions of invasion of privacy and 3) discuss the implications of these findings for developing fair information policies. Results revealed that individuals perceived a HRIS was more of an invasion of privacy when HRIS data were used for only the benefit of the organization than when it was used to benefit employees. In addition, the results indicated that individuals perceived that a HRIS was more invasive of privacy when the data were accessed by supervisors than when they were accessed by the HR department only. Furthermore, individuals' amount of work experience moderated the relations between (a) purpose of the data collection, and (b) access to data and perceptions of invasion of privacy. Implications for theory, research, and practice are discussed.

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Use of Social Networking Websites on Applicants’ Privacy

Cited by 44 publications

References 58 publications

Integrating the Expanded Task-technology Fit Theory and the Technology Acceptance Model: A Multi-wave Empirical Analysis

Integrating the Expanded Task-technology Fit Theory and the Technology Acceptance Model: A Multi-wave Empirical Analysis

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

Impact of Human Resource Information System Policies on Privacy

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