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Effect of Social Media Use for Hirin...

Sheats, Lori B.

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Effect of Social Media Use for Hiring Decisions and Generation of the Applicant on Perceptions of Procedural Justice.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Effect of Social Media Use for Hiring Decisions and Generation of the Applicant on Perceptions of Procedural Justice./
Author:	Sheats, Lori B.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	120 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-05, Section: A.
Contained By:	Dissertations Abstracts International81-05A.
Subject:	Business administration. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27544608
ISBN:	9781392605172

Effect of Social Media Use for Hiring Decisions and Generation of the Applicant on Perceptions of Procedural Justice.
Sheats, Lori B.

Effect of Social Media Use for Hiring Decisions and Generation of the Applicant on Perceptions of Procedural Justice. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 120 p.

Source: Dissertations Abstracts International, Volume: 81-05, Section: A.

Thesis (Ph.D.)--Capella University, 2019.

This item must not be sold to any third party vendors.

Employer use of social media networking sites such as Facebook, LinkedIn, and Twitter as selection tools in hiring has become increasingly popular. This practice, also known as cybervetting, allows employers to discreetly examine private information about job applicants to determine their suitability for employment. However, the use of social media in the employment selection process raises concerns about applicant privacy rights and procedural justice perceptions. Relatively little is known about the impact such use has on employers, or the formation of job applicant perceptions of procedural justice (fairness), especially when considered from a generational perspective. Bridging this gap in knowledge is essential, as negative procedural justice perceptions and invasion of privacy concerns can directly influence job applicant decisions to refer organizations to other job seekers, accept employment offers, or to seek legal remedies in response to perceived discriminatory hiring practices. This study sampled 246 working and non-working adults between the ages of 18 and 65 who resided in the United States. An experimental post-test only design was used to assess the main and interaction effects of social media use on job applicants' perceptions of invasion of privacy and procedural justice when social media was used in the selection process, while also addressing generational perspectives. Although the study failed to yield statistically significant results, by expanding upon Stoughton, Thompson, and Meade's 2015 "Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening" research, this study enhanced the existing body of knowledge surrounding this phenomenon and provided employers and practitioners involved in the hiring process with valuable information for use in developing more effective hiring practices for utilizing social media as a selection tool.

ISBN: 9781392605172Subjects--Topical Terms:

3168311
Business administration.
Subjects--Index Terms:

Social media use

Effect of Social Media Use for Hiring Decisions and Generation of the Applicant on Perceptions of Procedural Justice.
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