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The Digital Footprint Effect: A Grou...

Pawlowski, Tanya.

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The Digital Footprint Effect: A Grounded Theory on the Influence of Social Media on Human Resource Managers' Hiring Decisions.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	The Digital Footprint Effect: A Grounded Theory on the Influence of Social Media on Human Resource Managers' Hiring Decisions./
作者:	Pawlowski, Tanya.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2023,
面頁冊數:	111 p.
附註:	Source: Dissertations Abstracts International, Volume: 85-02, Section: A.
Contained By:	Dissertations Abstracts International85-02A.
標題:	Philosophy. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30570563
ISBN:	9798380147934

The Digital Footprint Effect: A Grounded Theory on the Influence of Social Media on Human Resource Managers' Hiring Decisions.
Pawlowski, Tanya.

The Digital Footprint Effect: A Grounded Theory on the Influence of Social Media on Human Resource Managers' Hiring Decisions. - Ann Arbor : ProQuest Dissertations & Theses, 2023 - 111 p.

Source: Dissertations Abstracts International, Volume: 85-02, Section: A.

Thesis (Ph.D.)--Nova Southeastern University, 2023.

For over a decade, the Society for Human Resource Management (SHRM) has reported the increasing practice of hiring managers accessing social media profiles to screen job applicants (Bates, 2008). This qualitative research study investigated the role of social media in organizational hiring practices and what factors may influence human resource hiring managers' decisions. A grounded theory methodology was applied to interview 21 human resource hiring managers with open-ended structured questions. Based on the researcher's data collection and grounded theory data analysis, the findings showed that social media profiles play a crucial role in organizational hiring decisions when a human resource hiring manager reviews an applicant's social media. The findings of the study resulted in the digital footprint effect theory. Whether an organization has a formal policy in place or not, the majority of participants confirmed they habitually review applicants' social media profiles to make hiring decisions. The study contributes to research on organizational conflicts and multidisciplinary studies by providing recommendations and suggestions for hiring practices. Lastly, the study's findings also confirmed and supported several of the most common biases that tend to influence hiring decisions: affinity bias, the horns effect, gender bias, ageism, and name bias.

ISBN: 9798380147934Subjects--Topical Terms:

516511
Philosophy.
Subjects--Index Terms:

Digital footprint

The Digital Footprint Effect: A Grounded Theory on the Influence of Social Media on Human Resource Managers' Hiring Decisions.
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100 1 $a Pawlowski, Tanya. $3 3770258
245 1 0 $a The Digital Footprint Effect: A Grounded Theory on the Influence of Social Media on Human Resource Managers' Hiring Decisions.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2023
300 $a 111 p.
500 $a Source: Dissertations Abstracts International, Volume: 85-02, Section: A.
500 $a Advisor: Cooper, Robin.
502 $a Thesis (Ph.D.)--Nova Southeastern University, 2023.
520 $a For over a decade, the Society for Human Resource Management (SHRM) has reported the increasing practice of hiring managers accessing social media profiles to screen job applicants (Bates, 2008). This qualitative research study investigated the role of social media in organizational hiring practices and what factors may influence human resource hiring managers' decisions. A grounded theory methodology was applied to interview 21 human resource hiring managers with open-ended structured questions. Based on the researcher's data collection and grounded theory data analysis, the findings showed that social media profiles play a crucial role in organizational hiring decisions when a human resource hiring manager reviews an applicant's social media. The findings of the study resulted in the digital footprint effect theory. Whether an organization has a formal policy in place or not, the majority of participants confirmed they habitually review applicants' social media profiles to make hiring decisions. The study contributes to research on organizational conflicts and multidisciplinary studies by providing recommendations and suggestions for hiring practices. Lastly, the study's findings also confirmed and supported several of the most common biases that tend to influence hiring decisions: affinity bias, the horns effect, gender bias, ageism, and name bias.
590 $a School code: 1191.
650 4 $a Philosophy. $3 516511
650 4 $a Mass communications. $3 3422380
653 $a Digital footprint
653 $a Grounded theory research
653 $a Hiring decisions
653 $a Human resource hiring managers
653 $a Social media
653 $a Unconscious bias
690 $a 0422
690 $a 0703
690 $a 0708
710 2 $a Nova Southeastern University. $b Conflict Resolution Studies. $3 3285809
773 0 $t Dissertations Abstracts International $g 85-02A.
790 $a 1191
791 $a Ph.D.
792 $a 2023
793 $a English
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30570563