Different ways new information technologies influence conventional organizational practices and employment relationships
The case of cybervetting for personnel selection
Bibliographic Data
| ID | 9890668 |
|---|---|
| Authors | Brenda Berkelaar (0000-0001-7613-1363, The University of Texas at Austin, corresponding author), Brenda L Berkelaar (The University of Texas at Austin) |
| Year | 2017 |
| Volume | 70 |
| Issue | 9 |
| Pages | 1115-1140 |
| Publication date | 2017-09-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/0018726716686400 |
| OpenAlex | W2585107103 |
| Language | EN |
| Citations received | 16 |
| References cited | 40 |
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 the functions and values users apply to the adoption and use of particular information and communication technologies. These findings highlight the need to consider how people implicitly and explicitly compare the functions of emerging technology-enabled practices with conventional organizational practices and salient values to understand when an emerging practice may displace, supplement or have no effect on a conventional practice. This study offers a preliminary framework for understanding how emerging sociotechnical practices evolve and with what effect, thereby providing insight into information and communication technology adoption and use beyond personnel selection contexts. It also suggests the emergence of a type of parasocial employment relationship should employers conflate interacting with applicants’ information with interacting with applicants themselves
Business · Economics · Knowledge management · Management · Personnel selection · Selection (genetic algorithm · Artificial Intelligence · Computer Science · Digital Economy and Work Transformation · Employer Branding and e-HRM · Knowledge Management and Sharing · Psychology
The Limits of Sharenting
Temporal Impacts of Problematic Social Media Content on Perceived Employee Hirability
Ageism on LinkedIn
The Moral Implications of Human Resource Management (HRM)
AI use for cybervetting
Substance, discourse, and practice
Social Media as Input for Recruiment
Cybervetting prospective employees of SMEs
How a Facebook Update Can Cost You Your Job”
Guiding young people’s social media use in school policies
Problematizing the role of artificial intelligence in hiring and organizational inequalities
Social Media
The dimensional structure of transparency
Examining the impact of applicant smoking and vaping habits in job interviews
Employee dissent on social media and organizational discipline
Everybody Has a Past
Abductive Analysis
Parasocial Interaction
Beyond Neopositivists, Romantics, and Localists
Thought Suppression
Technological frames
Capturing the Complexity in Advanced Technology Use
Organizing and the Process of Sensemaking
In the age of the smart machine
The McDonaldization of society
Information-Seeking Strategies, Uncertainty, and Computer-Mediated Communication
Materiality, Sociomateriality, and Socio-Technical Systems
Reworking Qualitative Data
The Writing on the (Facebook) Wall
How implicit theories help differentiate approaches to online impression management
The worker as politician
Increasing Attributional Certainty via Social Media
Interactivity-as-Product and Interactivity-as-Process
Varieties of Discourse
Decolonializing discourse
| Citations per year | 2.67 |
|---|---|
| Citation span | 2020 - 2026 (7) |
| Highly cited | No |