Post‐traumatic stress disorder and hiring: The role of social media disclosures on stigma and hiring assessments of veterans

Abstract

A significant percentage of veterans suffer from post‐traumatic stress disorder (PTSD). Veterans are often directed to social media platforms to seek support during their transition to civilian life. However, social media platforms are increasingly used to aid in hiring decisions, and these platforms may make veterans’ PTSD more discoverable during the hiring process. Based on social identity theory and identity management theory, the integrated suspicion model, and the stigma literature, we conducted four studies that examine veterans’ PTSD disclosures on social media and the consequences in the hiring process. Study 1 suggests that 16%–34% of veterans included cues related to PTSD status on social media. Study 2, based on 290 upper‐level business students, shows that veterans with PTSD were more stigmatized than veterans without PTSD, and stigmatization is associated with more suspicion and lower hiring‐related ratings (of expected task performance, expected organizational citizenship behaviors (OCB), expected counterproductive work behaviors (CWB), and intention to interview). Study 3, based on 431 working professionals with hiring experience, further supports relationships from Study 2. Study 4, based on 298 working professionals, identifies peril (i.e., perceptions regarding danger) as an additional mediator for the effects of PTSD on hiring‐related ratings. In sum, we identify and explore the identity management conundrum that social media disclosure poses for veterans with PTSD in the hiring process and discuss potential remedies and avenues for future research.

When Job Opportunities Go Up in Smoke

“…This research replicates and expands on preliminary work that shows that smoking status can bias pre- or post-interview evaluations (Roulin & Bhatnagar, 2018, 2021) by integrating a gender-based intersectionality element. It also builds on research that demonstrates the use of cybervetting as a tool for hiring managers for identifying red flags about applicants during personnel selection (e.g., Hartwell & Campion, 2020), and contributes to the growing literature on the manner in which social media content makes otherwise hidden personal information about applicants easily available to hiring managers (e.g., Pu et al, 2022; Wade et al, 2020).…”

“…For example, cybervetting applicants’ social media presence following more traditional resume screening can be used to identify “red flags” (Hartwell & Campion, 2020). Recent research shows that otherwise hidden characteristics of applicants, such as their political views (Wade et al, 2020) or mental health issues (Pu et al, 2022), that are uncovered during cybervetting bias hiring decisions. We, therefore, examine the effects of cybervetting that uncovers applicant smoking status and gender after an initial resume review that represents the applicant in a gender-neutral fashion (i.e., via their name).…”

The brief introduction to organizational citizenship behaviors and counterproductive work behaviors: a literature review

“…Furthermore, some scholars argue that job insecurity is associated with CWB behavior. Many organizations face restructuring and downsizing, especially in today’s uncertain and volatile economic climate, which can heighten employee anxiety and stress ( Pu et al, 2023 ).…”

Social Media Discontinuance: A Source of Discrimination?

“…Applicant sex has also been found to influence the way information from social networks is used by recruiters during selection (Alder and Gilbert 2006;Becton et al 2019). Furthermore, a study by Pu et al (2022) on the stigmatization of veterans suffering from post-traumatic stress disorder (PTSD) visible on social networks shows that mental health issues can also impact call-back to a great extent. However, making employment decisions based on such restricted information can lead to adverse hiring (Jones and Behling 2010) and is often prohibited by law (Bentley 2013;Black and Johnson 2012; Electronic copy available at: https://ssrn.com/abstract=4283846 Roth et al 2016).…”