Brenda L Berkelaar
Biographic Data
| ID | 5790096 |
|---|---|
| NAME | Brenda L Berkelaar |
| GIVEN NAMES | Brenda L |
| FAMILY NAME | Berkelaar |
| SIGNATURE | BERKELAAR B L |
| AFFILIATIONS | The University of Texas at Austin |
| VERIFIED | No |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 50 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2017 |
| H-INDEX | 4 |
Different ways new information technologies influence conventional organizational practices and employment relationships
Cybervetting – employers’ use of online information from social media and search engines to evaluate job candidates – may displace, supplement or shape conventional personnel selection and employment relationships in unexpected ways. Analysis of 45 interviews suggests that typically extractive approaches to cybervetting have the potential to displace less recognized, yet valuable, relational functions of more interactive practices depending on th…
How implicit theories help differentiate approaches to online impression management
This article proposes an empirically-grounded typology to describe how people approach online impression management across multiple digital sites given employers’ use of online information for personnel selection. Qualitative analysis revealed four primary online impression management types: acceptor, dissident, scrubber, and strategist. The four types are primarily differentiated based on people’s relatively fixed or relatively flexible implicit…
Bait and switch or double-edged sword? The (sometimes) failed promises of calling
How people talk about their work and careers matters. Desiring meaningful work, people increasingly describe work and careers as a calling. Such callings may be secular or sacred. Popular ways of talking about calling often create problematic, rather than positive, career and life outcomes. In this article, we examine five common, historically influenced assumptions underlying contemporary talk about secular and sacred callings: necessity; agency…
The worker as politician
Employers’ use of increasingly visible online information extends when, where, and in what role contexts personnel selection—and correspondingly career management—occurs. Data from 59 employers suggest the use of a new lens to evaluate workers: the worker as politician. By appropriating strategies from electoral contexts to “vote” on job candidates, employers are (unintentionally) reimagining personnel selection. Participants report seeking appro…
Bait and switch or double-edged sword? The (sometimes) failed promises of calling
How people talk about their work and careers matters. Desiring meaningful work, people increasingly describe work and careers as a calling. Such callings may be secular or sacred. Popular ways of talking about calling often create problematic, rather than positive, career and life outcomes. In this article, we examine five common, historically influenced assumptions underlying contemporary talk about secular and sacred callings: necessity; agency…
Different ways new information technologies influence conventional organizational practices and employment relationships
Cybervetting – employers’ use of online information from social media and search engines to evaluate job candidates – may displace, supplement or shape conventional personnel selection and employment relationships in unexpected ways. Analysis of 45 interviews suggests that typically extractive approaches to cybervetting have the potential to displace less recognized, yet valuable, relational functions of more interactive practices depending on th…
The worker as politician
Employers’ use of increasingly visible online information extends when, where, and in what role contexts personnel selection—and correspondingly career management—occurs. Data from 59 employers suggest the use of a new lens to evaluate workers: the worker as politician. By appropriating strategies from electoral contexts to “vote” on job candidates, employers are (unintentionally) reimagining personnel selection. Participants report seeking appro…
How implicit theories help differentiate approaches to online impression management
This article proposes an empirically-grounded typology to describe how people approach online impression management across multiple digital sites given employers’ use of online information for personnel selection. Qualitative analysis revealed four primary online impression management types: acceptor, dissident, scrubber, and strategist. The four types are primarily differentiated based on people’s relatively fixed or relatively flexible implicit…
The worker as politician
Employers’ use of increasingly visible online information extends when, where, and in what role contexts personnel selection—and correspondingly career management—occurs. Data from 59 employers suggest the use of a new lens to evaluate workers: the worker as politician. By appropriating strategies from electoral contexts to “vote” on job candidates, employers are (unintentionally) reimagining personnel selection. Participants report seeking appro…
Bait and switch or double-edged sword? The (sometimes) failed promises of calling
How people talk about their work and careers matters. Desiring meaningful work, people increasingly describe work and careers as a calling. Such callings may be secular or sacred. Popular ways of talking about calling often create problematic, rather than positive, career and life outcomes. In this article, we examine five common, historically influenced assumptions underlying contemporary talk about secular and sacred callings: necessity; agency…
How implicit theories help differentiate approaches to online impression management
This article proposes an empirically-grounded typology to describe how people approach online impression management across multiple digital sites given employers’ use of online information for personnel selection. Qualitative analysis revealed four primary online impression management types: acceptor, dissident, scrubber, and strategist. The four types are primarily differentiated based on people’s relatively fixed or relatively flexible implicit…
Different ways new information technologies influence conventional organizational practices and employment relationships
Cybervetting – employers’ use of online information from social media and search engines to evaluate job candidates – may displace, supplement or shape conventional personnel selection and employment relationships in unexpected ways. Analysis of 45 interviews suggests that typically extractive approaches to cybervetting have the potential to displace less recognized, yet valuable, relational functions of more interactive practices depending on th…
Computer Science (3 works) · Employer Branding and e-HRM (3 works) · Knowledge Management and Sharing (3 works) · Psychology (3 works) · Sociology (3 works) · Agency (philosophy (2 works) · Business (2 works) · Knowledge management (2 works) · Political science (2 works) · Public relations (2 works)