PURPOSE: The purpose of this paper is to analyze the factors that determine the response of potential candidates to the screening of private (represented by Facebook) and professional (LinkedIn) social networking sites (SNS) for personnel selection purposes, and in particular to examine how SNS screening in the personnel selection process is perceived by innovative candidates. METHODOLOGY: The empirical data were obtained through an e-questionnaire survey among c. 150 young Polish Internet users in 2021. Multiple linear regression with backward elimination was used to determine the predictors of perceived justice of Facebook and LinkedIn screening in the selection process. FINDINGS: The results confirmed previous scientific findings that the perceived justice of Facebook cybervetting is significantly lower than for LinkedIn and the privacy invasiveness of Facebook screening was rated significantly higher than for LinkedIn. The results of linear regression with backward elimination indicated that among the assumed factors influencing the perceived justice of Facebook and LinkedIn screening in the selection process (i.e., privacy invasiveness, personal innovativeness, self-image management, risk aversion, ability to control a social networking site’s information, above average performance self-assessment, a general concern for internet privacy, and – in the case of LinkedIn – having an account on LinkedIn) the perceived privacy invasiveness is the best predictor of perceived justice of both private (Facebook), and professional (LinkedIn) social networking site screening for personnel selection purposes. Also, the candidate’s self-image management affects the perceived justice of both types of social media used as selection tools, whereas personal innovativeness increases the acceptance of private social media (Facebook) scanning for this purpose. IMPLICATIONS: This study contributes to the body of knowledge regarding the perceived justice of ICT-based selection tools, and of social networking site screening for personnel selection purposes in particular. It expands the knowledge about the applicability of social networking site content analysis of Polish users, especially of innovative candidates. The paper also provides some practical recommendations to help organizations apply social media content analysis in a way that minimizes potential candidates’ perception of privacy invasiveness and increases their fairness perception. ORIGINALITY AND VALUE: It is the first application of a cybervetting scale on a Polish sample that is advantageous in terms of comparability of data from different countries. We found that activities focused on creating one’s online image foster a higher acceptance of cybervetting that can diminish predictive validity of this type of selection practices.
Purpose: The aim of this article is to compare the fairness perception of traditional (face-toface) and synchronous video interviews as personnel selection tools, and an investigation of candidates' characteristics influencing their full acceptance of synchronous video interviews. Design/Methodology/Approach: An e-questionnaire conducted on a large panel in January 2019 consisting of 448 participants with the method of logistic multivariate regression analysis has been used. Findings: Differences in acceptance of traditional and synchronous video interviews as personnel selection tools depend on process favourability and procedural justice dimensions. They are not significant on the dimensions of 'fairness' and 'scientific evidence' and marginally signidicant on 'respect of privacy' and 'interpersonal warmth'. A logistic multivariate regression analysis showed thatof the five potential predictors studiedonly individual innovativeness and previous experience with synchronous video interviews were significant. Demographic factors (gender, age) and test anxiety do not influence acceptance of the synchronous video interview as a personnel selection tool. Practical Implications: The present results suggest that an increase in acceptance of synchronous video interviews as a personnel selection tool is to be expected, especially in the case of innovative candidates. Originality/Value: The present study is one of the first studies in the social justice framework on the Polish population to compare differences in perception of traditional and synchronous video interviews as personnel selection tools.
Several authors argue that some types of academic education not focused on sustainability can also shape—at least some—competencies relevant to sustainability and turn students into more engaged individuals. The main goal of this article was to check this possibility based on the results of an e-questionnaire from 66 fresh graduates of a business-oriented university based in Poland. We found that respondents rated highly both the competencies that the university taught in the general sphere related to sustainable development and those important for their professional life and wanted further development of both groups of these competencies. Through regression analysis, we also found that the perceived development of SD competencies does not predict respondents’ ecological worldview. Of the studied predictors for ecological worldview, only female gender and mission- or socially-driven dream job remained in the regression model, accounting for approximately 18.6% of the variation in ecological worldview.
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