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

Abstract

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.

Social networking information and pre-employment background check: mediating effects of perceived benefit and organizational branding

“…This result is consistent with the previous theoretical arguments since numerous authors reported that the hiring managers seek more information available from SNSs (Hosain et al, 2020;Hosain and Liu, 2020a;Pramod and Bharathi, 2016;Ebnet, 2012). On the other hand, PACI had positive influence (β 5 0.038) on PBC (consistent with previous literature) although the influence was not significant (p > 0.05) which is also supported by Drake et al (2016) where the authors revealed that the hiring managers, in many cases did not pay much attention to information accuracy. In case of third hypothesis, PRI had also been proved to have positive (β 5 0.015) (consistent with previous literature) but insignificant (p > 0.05) influence on PBC duly supported by a number of authors (Villeda and McCamey, 2019;Slovensky and Ross, 2012;Dennis, 2011) who argued that the employers do not emphasize on information reliability as much as they should.…”

Screening Job Candidates With Social Media

“…Forparticipantswhoweretoldthatthehiringorganizationwantedthepasswordtotheirsocial mediaprofile,boththetrustingstanceandsocialmediaproductionhadanimpactonthetrustinthe companyaftertherequest(seeFigure7).RequestinglogininformationforSMaccountswasconsidered themostintrusiveofthethreeexperimentalcontrols.Insuchsituations,theamountofcompetence oftheprofessionalshadnosignificantimpactontheirtrustinthehiringorganization.Thisstandsto reason,sincetrustwasgenerallylowerinthisgroupthaninothergroups,withlittlevariance,making theidentificationofrelationshipsbetweenTrustandotherVariablesdifficult.However,highersocial mediaproductionledtohighertrust,perhapsbecauseparticipantsfelttheyhadnothingtohide. Unsurprisingly, trust was very low in situations where the recruiter asked for social media passwords.Thisisconsistentwithpreviousresearchthatshowsthatsuchrequestsinitiatevarious information privacy protective responses (Drake et al, 2016). In such situations, only the initial trustingstancepredictstheleveloftrustintheorganizationaftertherequest.…”

Cybervetting job applicants on social media: the new normal?

“…Using stakeholder management theory, we investigate young people's concerns with their publicly available social media data being used in the specific context of job hiring. While previous research has analyzed job candidates reactions to potential employers asking for their social media login information (Drake et al 2016;McEwan and Flood 2017), our research analyzes perceptions of privacy for social media data that is already public and, as such, does not require any login information to obtain. The research is contextually situated at the interplay of the necessity of hiring the best people with limited resources, the organizational response of engaging in social media job screening, and the individual response of people expressing concern.…”