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Facebook and value congruence.

Eyberg, Andrew James.

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Facebook and value congruence.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Facebook and value congruence./
作者:	Eyberg, Andrew James.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2017,
面頁冊數:	89 p.
附註:	Source: Masters Abstracts International, Volume: 57-01.
Contained By:	Masters Abstracts International57-01(E).
標題:	Occupational psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10288008
ISBN:	9780355254501

Facebook and value congruence.
Eyberg, Andrew James.

Facebook and value congruence. - Ann Arbor : ProQuest Dissertations & Theses, 2017 - 89 p.

Source: Masters Abstracts International, Volume: 57-01.

Thesis (M.S.)--Missouri University of Science and Technology, 2017.

The current discussion on the use of social networking sites (SNS) in personnel selection is mixed at best. The present research utilized participant's Facebook profiles to determine if raters can correctly - and accurately evaluate work value dimensions as a measure of person-organization fit. Similar research was successful in capturing personality dimensions via SNS (Buffardi & Campbell, 2009). Additionally, the value dimensions of the current measure used -- the Organizational Culture Profile (OCP) (O'Reilly et al., 1991) has been correlated with aspects of personality. Rater participants (N=105). Every five raters were randomly assigned five profiles to rate, for a total of 525 ratings. Participant Facebook profiles were collected from Amazon Mechanical -Turk participants (N = 99). Profiles were rated using the 54 - item OCP. Impression management was assessed using Paulhaus, (1988) 40 -- item measure of balanced inventory of desirable responding. Based on a principle components analysis the original OCP factor structure was unstable. A suitable factor structure of six dimensions based on Sarros et al., (2005) was used. Scale indices were created for every profile rated and agreement and interrater reliability calculated. A wide range of average ICC (2, k) indices emerged the majority of ratings failing to meet standardized ICC thresholds. rwg indices were also calculated and were sufficient acceptable. Correlations of rater accuracy were conducted and found little to no accuracy. Moderation analyses of impression management also fell short. Untrained raters do not appear to be able to accurately or reliably rate individual's values via viewing their Facebook profiles. This has substantial implications for hiring managers.

ISBN: 9780355254501Subjects--Topical Terms:

2122852
Occupational psychology.

Facebook and value congruence.
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