研究生: |
陳琇嬿 Chen, hsiu-yen |
---|---|
論文名稱: |
求職者被雇主在 Facebook 審查對求職意願的影響 Impact Of Pre-employment Screening Through Facebook On Job Pursuit Intention |
指導教授: |
孫弘岳
Suen, Hung-Yue |
學位類別: |
碩士 Master |
系所名稱: |
科技應用與人力資源發展學系 Department of Technology Application and Human Resource Development |
論文出版年: | 2018 |
畢業學年度: | 106 |
語文別: | 中文 |
論文頁數: | 45 |
中文關鍵詞: | 雇主監控 、社群媒體 、知覺隱私侵犯 、知覺程序公平 、求職者求職意願 |
英文關鍵詞: | Pre-employment screening, social networking website, privacy violation, procedural justice, job pursuit intention |
DOI URL: | http://doi.org/10.6345/THE.NTNU.DTAHRD.024.2018.F06 |
論文種類: | 學術論文 |
相關次數: | 點閱:131 下載:24 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
在數位時代中,社群媒體快速影響人們的日常。過去,在甄選過程中,雇主審查以求職者所提供的履歷為主,藉此來得知求職者的背景、能力及過去的經驗來判斷其求職者適不適合該職位;而今,社群媒體的出現,也為雇主審查增加了一個新的管道來了解求職者的興趣愛好以及真實的性格。但這樣的審查管道卻讓求職者感知到隱私侵犯以及程序不公,進而影響其求職意願。
本研究探討當求職者受到雇主使用社群媒體的審查,及其求職者感知到隱私侵犯和程序不公對於求職者求職意願的影響。其研究對象為「在半年內有被招募或挖角經驗的求職者,並且平時有使用 Facebook 的習慣。」以電子問卷進行回收,有效回收為 132 份。本研究透過分析結果發現:(一)「求職者感知到隱私侵犯」與「求職者感知到程序公平」有負向相關。(二)「求職者感知到程序公平」在「求職者感知到隱私侵犯」和「求職者的求職意願」之間扮演部分中介的角色(三)組織吸引力在「求職者感知到隱私侵犯」與「求職者的求職意願」之間不具有調節效果(四)組織吸引力在「求職者感知到程序公平」與「求職者的求職意願」之間不具有調節效果。根據分析結果,本研究進一步探討研究意涵、研究限制與發現。
Social networking site is a rapidly growing aspect of everyday life in the digital era. In tradition, pre-employment screening were conducted in basis of resume provided from candidates. Since the sue of social networking sites gained popularity rapidly, employers begin to screen the candidate’s Facebook information for making hiring decision because they desire more information outside from the resume or application forms such as their habits and real personality. Consequently, privacy concerns arise when job seekers become the target of being monitored and screened by potential employers. Furthermore, procedure justice of personnel selection became an issue when employers use non-work related information posted on Facebook to make hiring decisions. Thereby, it may influences to the intention of job pursuit.
This study attempts to shed light on the issue of examining how job seekers perceive an employer’s use of Facebook screening, including their perception of privacy violation and procedural injustice, and therefore how this employer practice affects seekers’ job pursuit intention. The survey result from 132 passive job seekers who use Facebook in their daily life. The result indicated that the perception of procedural justice partially mediated the relationship between perceived privacy violation and job pursuit intention. Although organization attractiveness was associated with job pursuit intention, it did not have significant moderating effect in this study. The limitations and implications of the findings for practice and research are discussed in this thesis.
一、中文部份
數位時代(2017年6月28日),成立13年,Facebook用戶數正式突破20億。取自https://www.bnext.com.tw/article/45104/facebook-maus-surpasses-2-billion
數位時代(2011年10月6日), 91%美國雇主用社群網路「審查」求職者,取自https://www.bnext.com.tw/article/20354/BN-ARTICLE-20354
王紹蓉、梁定澎、賴誼禎(2016)。揭露與隱藏之拉鋸:人氣需求與隱私顧慮對臉書隱私管理行為之影響。中華民國資訊管理學報,23(4),445-472。
蔡維奇、楊文芬、林正偉(2009)面試官行為、企業雇用形象對應徵者的工作意願的影響:以國防役男甄試為例,臺大管理論叢,19(2),295-350。
林瑞欽(1990)。師範生任教職志理論與實徵研究。高雄;復文圖書出版社。
二、外文部份
Aiello, J. R., & Kolb, K. J. (1995). Electronic performance monitoring: A risk factor for workplace stress.
Alge, B. J. (2001). Effects of computer surveillance on perceptions of privacy and procedural justice. Journal of Applied Psychology, 86(4), 797-804.
Bagozzi, R.P., &Yi,Y.(1988). On the evaluation of structural equation models. Academic of Marketing Science, 16 (1), 76-94.
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives (Vol. 8). Sage Publications.
Beach, L. R(1998).Image theory : theoretical and empirical foundations. Mahwah, New Jersey: LEA.
Black, S. L., Stone, D. L., & Johnson, A. F. (2015). Use of social networking websites on applicants’ privacy. Employee Responsibilities and Rights Journal, 27, 115–159.
Boyd, D. M., & Ellison, N. B. (2007). Social Network Sites: Definition, History,and Scholarship. Journal of Computer-Mediated Communication, 13(1), 210-230.
Brown, V. R., & Vaughn, E. D. (2011). The writing on the (Facebook) wall: The use of social networking sites in hiring decisions. Journal of Business and Psychology, 26(2), 219–225.
Celani, A., & Singh, P. (2011). Signaling theory and applicant attraction outcomes. Personnel Review, 40, 222–238.
Chiu, C.M., & Wang, E.T.G. (2008). Undestanding Web-based learning continuance intention: The role of subjective task value. Information & Management, 45, 194-201.
Cropanzano, R., & Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze, International review of industrial and organizational psychology, 12, 318-372.
Cuieford, J. P., (1965), Fundamental Statistics in Psychology and Education, 4th Edition, New York: McGraw Hill.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
Daniel B. Turban, & Greening, D. W. (1997). Corporate Social Performance and Organizational Attractiveness to Prospective Employees. The Academy of Management Journal, 40(3), 658-672.
Davison, H. K., Maraist, C., & Bing, M. N. (2011). Friend or Foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26, 153–159.
Elzweig, B., & Peeples, D. K. (2009). Using social networking web sites in hiring and retention decisions. SAM Advanced Management Journal, 74, 27–35.
Fairweather, N. B. (1999). Surveillance in Employment: The Case of Teleworking. Journal of Business Ethics, 22(1), 39-49.
Fishbein, M., & Ajzen, I. (1975). Belief, attitude, intention and behavior: An introduction to theory and research.
Fornell, C., & Bookstein, F. L. (1982). Two structural equation models: LISREL and PLS applied to consumer exit-voice theory. Journal of Marketing Research, 19, 440–452.
Gilliland, S.W. (1993). The perceived fairness of selection systems: An organizational justice perspective. The Academy of Management Review, 18(3), 694–734.
Grimmelmann, J. (2009). Facebook and the social dynamics of privacy. Iowa Law Review, 95(4)
Griepentrog, B. K., Harold, C. M., Holtz, B. C., Klimoski, R. J., & Marsh, S. M. (2012). Integrating tenets of social identity and the theory of planned behavior: Predicting PIthdrawal from an organizational recruitment process. Personnel Psychology, 65(4), 723–753.
Greenberg, Jerald (1990), Organizational justice: Yesterday, today, and tomorrow, Journal of Management, 16(2),399-432.
Goldberg, B. M. (2010, March 29). Young job-seekers hiding their Facebook pages. Retrieved from http://edition.cnn.com/2010/TECH/03/29/facebook.job-seekers/index.html
Hurrell, S. A., Scholarios, D., & Richards, J. (2017). ‘The kids are alert’: Generation Y responses to employer use and monitoring of social networking sites. New Technology, Work and Employment, 32(1), 64-83.
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6).
Judge, T. A., & Cable, D. (1997). Applicant personality, organizational culture and job choice decisions. Personnel Psychology, 50, 359-394.
Kaplan, A. M.,&Michael, H. (2009). Users of the world, unite! The challenges and opportunities of Social Media. Business Horizons, 53(1), 59-68.
Kim, W. C., & Mauborgne, R. (1998). Procedural justice, strategic decision making, and the knowledge economy. Strategic Management Journal, 19(4), 323-338.
Kluemper, D. H., & Rosen, P. A. (2009). Future employment selection methods: Evaluating social networking web sites. Journal of Managerial Psychology, 24, 567–580.
Konradt, U., Warszta, T., & Ellwart, T. (2013). Fairness perceptions in web-based selection: Impact on applicants' pursuit intentions, recommendation intentions, and intentions to reapply. International Journal of Selection and Assessment, 21, 155–169.
Leventhal, G. S. (1980). What should be done with equity theory?. In Social exchange (pp. 27-55). Springer, Boston, MA..
Leong, L. Y., Jaafar, N. I., & Sulaiman, A. (2017). Understanding impulse purchase in Facebook commerce: Does big five matter? Internet Research, 27, 786–818.
Leong, L. Y., Jaafar, N. I., & Ainin, S. (2018). The effects of Facebook browsing and usage intensity on impulse purchase in f-commerce. Computers in Human Behavior, 78, 160-173.
Liang, H., Saraf, N., Hu, Q., & Xue, Y. (2007). Assimilation of enterprise systems: The effect of institutional pressures and the mediating role of top management. MIS Quarterly, 31(1), 59-87
Liu, C., Marchewka, J. T., Lu, J., & Yu, C.-S. (2005). Beyond concern—a privacy-trust-behavioral intention model of electronic commerce. Information & Management, 42(2), 289-304.
Molloy, K.(2018, January 19) Don't check Facebook before hiring, says privacy commissioner. Retrieved from https://www.cbc.ca/news/canada/newfoundland-labrador/social-media-hiring-public-bodies-1.4492935.
Malhotra, N. K., Kim, S. S., & Agarwal, J. (2004). Internet users' information privacy concerns (IUIPC): The construct, the scale, and a causal model. Information systems research, 15(4), 336-355.
Ninomiya, K. Invasion of Privacy on Social Media. (2016) https://www.linkedin.com/pulse/invasion-privacy-social-media-kent-ninomiya-1/ Accessed 4 May 2016.
Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
SHRM, (2018, February 18). How to target passive job seekers. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/how-to-target-passive-job-seekers.aspx
Singletary, M. (2012, March 29). Would you give potential employers your Facebook password? Retrieved from https://www.washingtonpost.com/business/economy/would-you-give-potential-employers-your-facebook-password/2012/03/29/gIQAlJiqiS_story.html
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of applied Psychology, 82(3), 434.
Slovensky, R., & Ross, W. H. (2012). Should human resource managers use social media to screen job applicants? Managerial and legal issues in the USA, 14, 55–69.
Smith, H. J., Milberg, S. J., & Burke, S. J. (1996). Information privacy: measuring individuals' concerns about organizational practices. MIS quarterly, 167-196.
Stone-Romero, E. F., Stone, D. L., & Hyatt, D. (2003). Personnel selection procedures and invasion of privacy. Journal of Social Issues, 59, 343–368.
Stoughton, J. W., Thompson, L. F., & Meade, A. W. (2015). Examining applicant reactions to the use of social networking websites in pre-employment screening. Journal of Business and Psychology, 30(1), 73-88.
Spence, M. (1978). Job market signaling. In Uncertainty in Economics (pp. 281-306).
Sronce, C. R. (2011). The references of the twenty-first century: Regulating employers' use of social networking sites as an applicant screening tool. Southern Illinois University Law Journal, 35, 499–516.
Tafjel, H., & Turner, J. C. (1986). The social identity theory of intergroup behavior. Psychology of intergroup relations, 7-24.
Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. L. Erlbaum Associates.
Thomas, S. L., Rothschild, P. C., & Donegan, C. (2015). Social networking, management responsibilities, and employee rights: The evolving role of social networking in employment decisions. Employee Responsibilities and Rights Journal, 27, 307–323.
Turban, D. B., & Greening, D. W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of management journal, 40(3), 658-672.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
Poll, H. (2017, January 15) Number of employers using social media to screen candidates at all-time high, finds latest CareerBuilder study. http://press.careerbuilder.com/2017-06-15-Number-of-Employers-Using-Social-Media-to-Screen-Candidates-at-All-Time-High-Finds-Latest-CareerBuilder-Study.
Rynes, S. L., Bretz, R. D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel psychology, 44(3), 487-521.
Warren, S. D., & Brandeis, L. D. (1890). The Right to Privacy. Harvard Law Review, 4, 193-220.
Westin, A. F. (1968). Privacy and Freedom. Washington and Lee Law Review, 25(1), 166-170.