Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

Abstract

This study was aimed at identifying the role of social networking information (SNI) on pre-employment background checks (PBCs) of job applicants involving a single mediating variable, sustainable organizational reputation (SOR). In addition to that, we conducted a multi-group analysis to examine whether the direct and mediating effects were stronger in terms of gender difference. For investigation, a structured questionnaire was utilized to collect data from 1138 respondents working as hiring professionals in Bangladesh applying purposive sampling. Finally, 798 valid samples were considered. Structural equation modeling was applied using AMOS 24 to test the hypothesized relationships. The results indicated that SNI is positively and significantly related to PBCs. Additionally, it was revealed that SOR can partially mediate the direct relationship between SNI and PBCs. Furthermore, the study did not reveal any noteworthy gender differences influencing these relationships. The paper is expected to assist academicians involved in investigating pre-selection background checks and hiring professionals looking for further academic references to formulate a proper social media background policy.

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

“…As it was observed, PAI had a noteworthy positive influence (β 5 0.117; p < 0.05) on PBC accepting of the first hypothesis. 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.…”

“…Therefore, even a candidate may have got a social networking profile; it is not certain for an employer to avail all the required information to screen a candidate for background checking process (Hosain et al, 2020).…”

“…A limited number of theoretical papers are available in academia focusing mainly on the role of SNI on recruitment and selection in western countries (Villeda and McCamey, 2019;Holland and Jeske, 2017;Landers and Schmidt, 2016;Nikolaou, 2014;Ollington et al, 2013;Kluemper et al, 2012;Slovensky and Ross, 2012) with some exceptions in a few Asian countries (Hosain et al, 2020;Hosain and Liu, 2020a, b;Aqeel and Siddiqui, 2019;Pramod and Bharathi, 2016). However, empirical research initiatives regarding the impact of SNI on PBC is absent both in western developed countries as well as developing or least developed countries (LDCs).…”

What Drives Sustainable Organizational Performance? The Roles of Perceived Organizational Support and Sustainable Organizational Reputation

“…Organizational reputation can result from applying ideas about positively affecting the customers toward the organization and its influence on potential and present employees [28]. Such reputation can be maintained if the organizational objectives and policies can be aligned with the customers' preferences, even if they face risks and uncertainty [29]. The purpose of such reputation management is to collect information and opinions, understand, forecast, and deal with them systematically to manage a solid and sustainable corporate profile.…”

“…SOR4: Sustainable organizational reputation is the basis of sustainable organizational performance. Ambrose and Schminke [12]; Hosain et al [29]; and Dögl and Holtbrügge [33] SOR3: An organization with a sustainable reputation can gain the trust of internal and external stakeholders. SOR2: Employees want to stay with an organization having a sustainable reputation.…”