LinkedIn “Big Four”: Job Performance Validation in the ICT Sector

Journal of Work and Organizational Psychology

Jesús Rodríguez¹  David Aguado²  José C. Andrés²  Antonio L. García-Izquierdo³ 

[1] ;Universidad Autónoma de Madrid, Spain, Universidad Autónoma de Madrid, Spain;Universidad de Oviedo, Spain, Universidad de Oviedo, Spain;

关键词: LinkedIn;    Personnel selection;    Assessment;    Criterion oriented validity;    Incumbents;    Social network websites;   

DOI  :  10.5093/jwop2019a7

来源: DOAJ

【 摘 要 】

Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications.

【 授权许可】

Unknown