Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

With the popularity of social media on the rise, it is no surprise that organizations are beginning to use social networking sites SNS to screen applicants in the hiring process. However, the use of SNS screening may lead to negative outcomes in terms of applicant reactions to selection practices (Stoughton, Thompson, & Meade, 2015). With many companies becoming more and more internationalized, and the possibility of negative reactions to SNS screening potentially not being exclusive to applicants based in the U.S., studies examining applicant reactions in different cultural settings is needed. Accordingly, a cross-cultural study was developed to compare applicant reactions to social media screening in the hiring process in which reactions of applicants from two countries, the United States and Turkey, are examined and compared. These two countries are examined because of their differences in important cultural variables such as individualism/collectivism and power distance, which have been proposed to influence applicant reactions to SNS screening (Black, Stone, & Johnson, 2015). In examining applicant reactions, applicants’ perceived invasion of privacy, organizational attraction, and litigation intentions will be used as outcome variables.

Date

October 2017

Subject

Industrial and organizational psychology

Document Type

posters

Language

English

Rights

Under copyright.

License

http://creativecommons.org/licenses/by-nc-nd/3.0/

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Oct 28th, 10:00 AM Oct 28th, 10:55 AM

Cross Cultural Examination of Applicant Reactions to Social Media Screening

With the popularity of social media on the rise, it is no surprise that organizations are beginning to use social networking sites SNS to screen applicants in the hiring process. However, the use of SNS screening may lead to negative outcomes in terms of applicant reactions to selection practices (Stoughton, Thompson, & Meade, 2015). With many companies becoming more and more internationalized, and the possibility of negative reactions to SNS screening potentially not being exclusive to applicants based in the U.S., studies examining applicant reactions in different cultural settings is needed. Accordingly, a cross-cultural study was developed to compare applicant reactions to social media screening in the hiring process in which reactions of applicants from two countries, the United States and Turkey, are examined and compared. These two countries are examined because of their differences in important cultural variables such as individualism/collectivism and power distance, which have been proposed to influence applicant reactions to SNS screening (Black, Stone, & Johnson, 2015). In examining applicant reactions, applicants’ perceived invasion of privacy, organizational attraction, and litigation intentions will be used as outcome variables.