Keeping up online appearances: How self-disclosure on Facebook affects perceived respect and likability in the professional context

Batenburg, Anika; Bartels, Jos

doi:10.1016/j.chb.2017.04.033

Cited by 92 publications

(38 citation statements)

References 61 publications

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“…These variables have been shown to relate positively and significantly to pro-social behaviors and philanthropy in offline settings, suggesting that the relationships between these variables may be different in online contexts. Altogether, our findings contribute to the emerging research on digital philanthropy (Amichai-Hamburger, 2008;Abdelkader, 2017) and self-presentation in online environments (Chiang & Suen, 2015;Batenburg & Bartels, 2017), as well as highlighting how platform owners can potentially influence the behavior of self-presenting users by making strategic decisions as to which activities to make publicly visible. Individual-lender specific factor score for 2 questions about religiosity and number of organised religious events attended in the last year -0.00…”

Section: Discussionsupporting

confidence: 59%

“…These arguments suggest that image and reputation are likely to be highly valued in an online environment. Indeed, Chiang & Suen (2015) find evidence of a strong relationship between self-presentation and hiring recommendations on the LinkedIn platform, while both Kashian et al (2017) and Batenburg & Bartels (2017) find that increased levels of self-disclosure positively influence respect and likability in various computer-mediated contexts. Individuals therefor seem likely to employ a strategy of self-enhancement in order to make the best impression to others (Bareket-Bojmel et al, 2016).…”

Section: Self-presentation and Prosocial Behaviour In Online Contextsmentioning

confidence: 99%

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Being seen to care: The relationship between self-presentation and contributions to online pro-social crowdfunding campaigns

Cox

Nguyen

Thorpe

et al. 2018

Computers in Human Behavior

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Although the potential for image enhancement has long been considered one of the key motivations for prosocial behavior in conventional offline settings, comparatively little evidence exists as to whether the same assumptions hold for online interactions. Our study addresses this gap in the literature by investigating whether self-presentation leads to variations in prosocial behaviors among contributors to online pro-social crowdfunding campaigns. We present an analysis of data from the Internet crowdfunding platform 'Lendwithcare', which combines the results of a tailored survey with recorded patterns of actual funding activity. By using the presence of a publicly visible lender profile as a proxy for image consciousness, we hypothesize that self-presenting funders will increase levels of visible activity (number of loans made), but will not vary levels of non-visible activity (average monetary value of each loan) relative to other funders. We find empirical evidence that is largely consistent with our hypotheses. Our findings are likely to be of interest to both academics and practitioners seeking to better understand funder motivations and prosocial behaviors in online settings.

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Section: Discussionsupporting

confidence: 59%

Section: Self-presentation and Prosocial Behaviour In Online Contextsmentioning

confidence: 99%

Being seen to care: The relationship between self-presentation and contributions to online pro-social crowdfunding campaigns

Cox

Nguyen

Thorpe

et al. 2018

Computers in Human Behavior

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“…This overlap of private and public spheres makes online information appear reliable and candidates trustworthy, as their online personas are anchored in 'real' relations with people whom the recruiter may know or can contact. This conclusion corroborates the findings of Batenburg and Bartels (2017) study showing that integrating personal and professional audiences on Facebook frames the individual as more likeable than with segmented audiences. The increased expectation that a jobseeker will have a curated digital identity (Berkelaar & Buzzanell, 2014), and the potential gains from having the right kind of network in one's private and offline life, has further blurred the line between private and working life.…”

Section: Concluding Discussionsupporting

confidence: 90%

Whom do you know? Recruiters’ motives for assessing jobseekers’ online networks

Hedenus

Backman

Håkansson

2019

The International Journal of Human Resource Management

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Network recruitment has become an essential part of the modern labour market. However, there are significant research gaps: 1) the development of social media has been crucial to the growth of social networks, yet we know little about its influence on network recruitment; 2) studies on network recruitment generally focus on employees' rather than employers' perspectives; 3) the context of most research is the US labour market, which then identifies a need for contributions relating to other countries. The aim of this study is to analyse and discuss recruiters' use of SNS to evaluate the networks of potential candidates. To understand how and why recruiters assess online networks, we used qualitative data from a Swedish study. Our analysis showed that recruiters search the internet either to find information that helps them ascertain the candidate as trustworthy, or to evaluate the candidate's social capital through the size and composition of their networks. For certain job positions especially, active management of one's online networks thus becomes crucial. Finally, this study illustrates how network connections may undermine rather than build trust, and thereby challenges a belief in the positive impact of networks. ARTICLE HISTORY

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“…For example, Figure shows that profanity on SNW would have a sizable negative influence on perceptions of the job applicant, but how would that actually translate into changes in rating behaviors or hiring decisions, and is that negative perception a valid measure of how well an applicant would fit in an organization or perform the job? There is research that demonstrates that SNW information does impact rating behaviors and hiring process decisions (Baert, ; Batenburg & Bartels, ; Bohnert & Ross, ), but more comprehensive research on the topic is needed.…”

Section: Discussionmentioning

confidence: 99%

Getting social in selection: How social networking website content is perceived and used in hiring

Hartwell

Campion

2019

Int J Selection Assessment

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The use of social networking websites (SNWs) during employee selection is gaining popularity in organizations. Using a foundation that integrates identity and situational strength theories, we develop a conceptual framework that differentiates SNW information from information gathered through traditional selection procedures, and distinguishes between SNW types. Research questions and hypotheses are tested using a survey of 291 hiring professionals. Results indicate that SNW content is considered useful and is regularly utilized during hiring. Some SNW content is viewed positively (e.g., information supporting qualifications), while other information leads to negative perceptions (e.g., discriminatory comments). Finally, results support a differentiation between personal and professional SNW, as the kind of information sought and the effectiveness of assessing various work-related constructs differs between these SNW categories. K E Y W O R D Sability/knowledge/skills, other assessments, recruitment, selection/placement

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Keeping up online appearances: How self-disclosure on Facebook affects perceived respect and likability in the professional context

Cited by 92 publications

References 61 publications

Being seen to care: The relationship between self-presentation and contributions to online pro-social crowdfunding campaigns

Being seen to care: The relationship between self-presentation and contributions to online pro-social crowdfunding campaigns

Whom do you know? Recruiters’ motives for assessing jobseekers’ online networks

Getting social in selection: How social networking website content is perceived and used in hiring

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